High?commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person?organization fit

This study examines the relationship between perceptions of high-commitment HRM, person-organization (P-O) fit, organizational engagement, and deviant workplace behaviors. Drawing on social exchange theory (SET) P-O fit theory, a mediated moderation model is proposed in which moderates HRM which, turn, relates to Using two multilevel multisource datasets, from shipping management company (Study 1) an international seaport 2), results generalized structural equation modeling (GSEM) revealed that behaviors was by engagement. Furthermore, significant indirect found through engagement for low, but not high, fit. Theoretical practical implications are discussed.