The Mediating Role of Organisational Identification between Psychological Contract and Work Results
An Individual Level Investigation
Bibliographic Data
| ID | 15501709 |
|---|---|
| Authors | Anna Rogozińska‐Pawełczyk (0000-0002-9376-6915, University of Lodz, corresponding author), Katarzyna Gadomska‐Lila (0000-0001-9793-2450, University of Szczecin, corresponding author), Katarzyna Gadomska-Lila (University of Szczecin) |
| Year | 2022 |
| Volume | 19 |
| Issue | 9 |
| Pages | 5404-5404 |
| Publication date | 2022-04-28 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | International Journal of Environmental Research and Public Health (JOURNAL) |
| Journal identifiers | ISSN: 1661-7827 • E-ISSN: 1660-4601 |
| Publisher | Multidisciplinary Digital Publishing Institute (PUBLISHER • CH) |
| DOI | 10.3390/ijerph19095404 |
| PMID | 35564799 |
| OpenAlex | W4225123726 |
| Language | EN |
| Citations received | 2 |
| References cited | 69 |
The aim of this article is to identify the relationship between the fulfilment of relational and transactional psychological contracts and work results, taking into account the mediation effect expressed in organisational identification. The empirical research was conducted on a group of 402 HR professionals responsible for designing and implementing HR practices in one of the leading companies of the Polish energy sector. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). Based on our research, we found that the implementation of both relational and transactional psychological contracts positively influenced the results achieved by HR professionals, both directly and indirectly, through the mediating role of organisational identification. The results indicate that the relationship between the psychological contract and work results is stronger when mediated by organisational identification. It plays an important role, especially in relation to the transactional contract. The collected results lead to the conclusion that organisations, wishing to increase the level of work results achieved by HR professionals, should as much as possible fulfil the expectations of employees and meet the commitments made to them within the framework of the established psychological contract. The study makes an important contribution to the understanding of the "priority" importance of organisational identification in enhancing the efforts of HR professionals to deliver work results that benefit both employees and the organisation
Business · Identification (biology · Knowledge management · Mediation · Psychological contract · Sociology · Structural equation modeling · Transactional analysis · Transactional leadership · Work (physics · Applied Psychology · Computer Science · Emotional Intelligence and Performance · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Society and Technology
Psychological Contracts in Organizations
Causality
Psychological and implied contracts in organizations
The Impact of Personality on Psychological Contracts.
Knowledge-Worker Productivity
Precarious Employment
Social Identity, Self‐categorization, and Work Motivation
Using social exchange theory to predict the effects of hrm practice on employee outcomes
Reciprocation of perceived organizational support.
Cutoff criteria for fit indexes in covariance structure analysis
Common method biases in behavioral research
Social Identity Theory and the Organization
Evaluating Structural Equation Models with Unobservable Variables and Measurement Error
In Search of Golden Rules
Identities at Work
Men, Management, and Mental Health
Psychological Contracts
Qualitative Job Insecurity and Informal Learning
Tit for Tat
The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers
Analysis of the Influence of Psychological Contract on Employee Safety Behaviors against Covid-19
Psychological contract influence on organisational identification among call centre employees
The development of psychological contract breach and violation
A dynamic phase model of psychological contract processes
Externalization of employment in a service environment
A multi‐level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership
A process perspective on psychological contract change
In pursuit of service excellence
Jobs, Careers, and Callings
Coefficient alpha and the internal structure of tests
Intraindividual variability in affect
| Unique citing works | 2 |
|---|---|
| Citations per year | 0,67 |
| Citation span | 2023 - 2026 (4) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 2 |