WHEN HRM PRACTICES MALFUNCTION, ‘EVIL IS BORN’. HRM ROLE IN EXPLAINING COUNTERPRODUCTIVE BEHAVIORS
WHEN HRM PRACTICES MALFUNCTION, ‘EVIL IS BORN’. HRM ROLE IN EXPLAINING COUNTERPRODUCTIVE BEHAVIORS

Summary/Abstract: The purpose of this article is to describe how and in what situations the HRM practices may contribute to counterproductive behavior. Based on the cognitive framework of employee behavior in the organization, it was assumed that negatively perceived HRM practices may indirectly affect the counterproductive behavior of employees. Organizational politics became the mediator of the relationship, and the incivility climate was adopted as a moderating variable. The research covered 816 employees of medium-sized, large enterprises as well as corporations. The selection of companies for the study was representative of the entire Poland and the PKD sections. Regression models were used to test hypotheses and quantify the effects of mediation and moderation. The results show that HRM practices indirectly explain counterproductive behaviors, through the mediating role of organizational politics. At the same time, it has been shown that in situations where there is a high incivility climate, the organizational politics does not increase the tendency to counterproductive behavior. Research has shown the important role of HRM practices in counteracting counterproductive behavior and building a professional climate. It also indicates the need for longitudinal research, which will better explain the nature of the impact of the HRM system on the activity of employees in the professional environment. Ineffectively functioning personnel policy does not translate directly into counterproductive employee behavior. On the other hand, it may contribute to the emergence of a tendency to organizational politicization and incivility climate, which explain the negative behavior of the employed staff. It can be indicated that properly functioning personnel policy of the company not only leads to a better professional climate, but indirectly can reduce the tendency of employees to counterproductive behavior.

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