How discretionary HR practices can reduce counterproductive work behavior: the roles of emotional culture of joy and perceived organizational injustice
研究了自由裁量的人力资源实践如何通过喜悦情绪文化减少员工的反生产工作行为，并发现感知组织不公正会削弱这一作用。
Purpose This study aims to unfold the relationship between discretionary human resource practices (DHRP) and counterproductive work behavior (CWB) by exploring the mediating role of the emotional culture of joy and the moderating role of perceived organizational injustice. Design/methodology/approach The data were collected from 327 full-time employees working in various organizations in Pakistan. Findings The findings revealed that DHRP positively relates to the emotional culture of joy, which in turn negatively relates to CWB. In addition, perceived organizational injustice moderated (1) the relationship between DHRP and the emotional culture of joy and (2) the indirect effects of DHRP on CWB through the emotional culture of joy. Originality/value This study contributes to prior research by detailing how and when DHRP might translate into diminished dysfunctional work activities in the form of CWB.