Grounded on the social cognitive theory, this study seeks to establish a theoretical framework delineating the predictive role of socially responsible human resource management (SRHRM) on constructive deviance through the psychological channel of role breadth self-efficacy. Moreover, we identify person–job fit as a critical boundary condition in the formation process of constructive deviance.
We conducted structural equation modeling to test the hypothesis with three-wave data from 332 hotel employees in central China.
Our results have acknowledged that SRHRM can cultivate constructive deviance through the mediation of role breadth self-efficacy. Additionally, role breadth self-efficacy, coupled with a high level of person-job fit, will increase individuals' tendencies to initiate constructive deviance.
SRHRM can be a valuable tool for hotel managers to promote constructive deviance by fostering employees' role breadth self-efficacy. Furthermore, to better unleash the effectiveness of SRHRM, hotel managers can enhance the fit between employees and their job.
Our research sheds light on the enabling effects of SRHRM on hotel employee constructive deviance through the unique psychological mediator of role breadth self-efficacy and the contingent impact of person–job fit.
