WHEN HR SYSTEMS MATTER: THE ROLE OF INTERNAL PROCESS CLIMATE IN SHAPING TASK COMPLEXITY, INNOVATIVE BEHAVIOR, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Qureshi Saif Ullah; Muhammad Waqar Arshad; Sidra Sharif; Khan Sabeen Khurram

Authors

Dr Saif Ullah Qureshi Department of Commerce, Bahauddin Zakariya University, Multan, Punjab, Pakistan.
Muhammad Waqar Arshad Department of Commerce, Bahauddin Zakariya University, Multan, Punjab, Pakistan.
Sidra Sharif Visiting Lecturer, Department of Commerce, Emerson University, Multan, Punjab, Pakistan.
*Dr Sabeen Khurram Khan Assistant Professor, Department of Management Sciences, COMSATS University Islamabad, Pakistan (Corresponding Author).

Keywords:

HRM System Strength, Task Complexity, Citizenship Behavior, Innovation Behavior, Internal Process Climate

Abstract

The present research aims to explore the effect of Human Resource Management System Strength on Innovative Behavior, Organizational Citizenship Behavior, and Task Complexity, and to investigate whether Internal Process Control moderates the association among these variables. The study is based on HRM System Strength Theory and Social Exchange Theory framework, suggesting that the positive relationship between HRM systems and employee behaviors and work outcomes is mediated by internal process control conditions. A cross-sectional, quantitative research design was used, and data was collected from 300 respondents. The proposed model was examined with the help of PLS-SEM using Smart PLS 4. The results of the structural model showed that HRMSS had a significant positive influence on innovative behavior, organizational citizenship behavior, and task complexity. The same was true for all three endogenous constructs about IPC. Moderation analysis revealed that HRMSS significantly decreased the positive impact on innovative behavior and organizational citizenship behavior but showed no significant moderating effect on task complexity. These results indicate that although strong HRM systems positively influence desirable employee behaviors, strict internal controls may affect employees' discretionary and innovative behaviors. The study adds to the HRM literature by structuring the HRM system strength and the internal process control into a single framework and shows the relationship between HRM system strength, internal process control, and the effectiveness of HR practices. On a practical level, the results suggest that HR systems should be enhanced and the internal control framework should be balanced to allow for governance without compromising the autonomy, innovation, and citizenship behaviors of employees.

JEL Classification Codes: M54, M14, D23, O31

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