Abstract
Based on the job demands-resources model, this study explored the impact of different configurations of the commitment subsystem and control subsystem of the balanced HPWS on employee’s job burnout from the perspective of configuration, as well as the mediating role of person-job fit and the moderating role of job crafting. Based on the analysis of longitudinal data collected from 453 individuals at three time points, it was found that different configurations of the balanced HPWS have exert different impact on job burnout. Effective configurations (high commitment-high control, high commitment-low control) and low effectiveness configurations (low commitment-high control, low commitment-low control) were identified, and the order of the effect was also obtained. Person-job fit partially mediated the relationships. Furthermore, job crafting moderated the relationship between certain configurations of balanced HPWS and person-job fit, but it weakened instead of strengthened the effect of HPWS. Finally, job crafting moderated the mediating effect of person-job fit on partially balanced HPWS configurations and job burnout.