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Flexible human resource management practices and employees’ prosocial rule breaking in Chinese public organizations: A moderated mediation model

Dingxiang Chen & Feng Hu

International Review of Administrative Sciences2026https://doi.org/10.1177/00208523261432803article
AJG 3ABDC B
Weight
0.50

Abstract

Understanding the antecedents of employees’ prosocial rule-breaking (PSRB) has become an important topic both in theory and practice, while the elicitation of such behavior must be framed within accountability considerations. This study proposes a moderated mediation model to explore whether and how flexible human resource management (FHRM) practices affect public employees’ PSRB. A three-wave investigation of public employees in southern China was conducted to test our hypotheses. The empirical results reveal that FHRM practices significantly increase employees’ PSRB by improving their ability to thrive at work. Furthermore, public service motivation moderates the relationship between FHRM practices and thriving at work, as do FHRM practices and PSRB. The moderated mediation hypothesis is also supported. These findings advance our understanding of how to influence employees’ PSRB from the perspective of FHRM practices in public organizations.

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https://doi.org/https://doi.org/10.1177/00208523261432803

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@article{dingxiang2026,
  title        = {{Flexible human resource management practices and employees’ prosocial rule breaking in Chinese public organizations: A moderated mediation model}},
  author       = {Dingxiang Chen & Feng Hu},
  journal      = {International Review of Administrative Sciences},
  year         = {2026},
  doi          = {https://doi.org/https://doi.org/10.1177/00208523261432803},
}

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Evidence weight

0.50

Balanced mode · F 0.40 / M 0.15 / V 0.05 / R 0.40

F · citation impact0.50 × 0.4 = 0.20
M · momentum0.50 × 0.15 = 0.07
V · venue signal0.50 × 0.05 = 0.03
R · text relevance †0.50 × 0.4 = 0.20

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