Psychological contract and attitudinal outcomes: multilevel mediation model

Abstract

Purpose The purpose of this paper is to examine the link between employer psychological contract (PC) fulfillment and employee attitudes (job satisfaction, organizational commitment and intention to leave the organization) by using employees’ perceptions of PC violation and organizational justice as serial mediators. Design/methodology/approach Data from 44 managers and 880 employees from 44 Spanish organizations were analyzed through multilevel structural equation modeling. Findings Results showed that employees’ feelings of PC violation and justice perceptions mediated the relationships between the employers’ PC fulfillment assessed by managers and job satisfaction and organizational commitment assessed by employees. The mediation effect was not significant for employees’ intention to leave the organization. Originality/value This study contributes to understand the process through which PC influences work outcomes, outlining the relevance of organizational justice as social exchange theory and PC theory (Guest, 2004) stated. In addition, present results extend the influence of PC on work outcomes from the individual to the organizational level.

Students’ Perceptions of Teachers’ Corrective Feedback, Basic Psychological Needs and Subjective Vitality: A Multilevel Approach

“…In addition to the contributions of this study, limitations must also be recognized. Firstly, in comparison to other studies using multilevel analysis ( Wilson et al, 2012 ; Beauchamp et al, 2014 ; Estreder et al, 2019 ), this study had participants distributed in few physical education groups, which may have had an impact on representativeness as well as on the power of the test and therefore on not detecting potentially significant relations. Secondly, this study measured whether the student perceived that their teacher provided corrective feedback, but not how often it was provided.…”

“Hey everyone, look at me helping you!”: A contingency view of the relationship between exhibitionism and peer-oriented helping behaviors

“…As we noted in Section 1, the four resources we study represent a variety of contributions, along two dimensions. First, they capture relevant positive beliefs (informational justice and procedural justice; Colquitt, 2001) and positive emotions (job satisfaction and organizational commitment; Estreder et al, 2019) that pertain closely to employees' work functioning. Second, the two justice types inform employees' capability to leverage their exhibitionism in devoted peer-oriented helping behaviors, and job satisfaction and organizational commitment speak to the perceived attractiveness of leveraging the associated personal energy resources in this way.…”

“…Nor are fair procedures for making organizational decisions a guarantee that employees have access to all the information they need to ensure their professional well-being (Colquitt, 2001). The other two factors similarly might not align, in that job satisfaction captures employees' happiness with their daily work specifically, but their organizational commitment pertains to the loyalty they feel toward the organization as a whole (Estreder et al, 2019;Sim and Lee, 2018). Moreover, both informational justice and procedural justice capture cognitive beliefs about how the organization treats employees (Colquitt, 2001), whereas job satisfaction and organizational commitment speak to the positive emotions they experience in relation to their organizational membership (Estreder et al, 2019).…”

“…The other two factors similarly might not align, in that job satisfaction captures employees' happiness with their daily work specifically, but their organizational commitment pertains to the loyalty they feel toward the organization as a whole (Estreder et al, 2019;Sim and Lee, 2018). Moreover, both informational justice and procedural justice capture cognitive beliefs about how the organization treats employees (Colquitt, 2001), whereas job satisfaction and organizational commitment speak to the positive emotions they experience in relation to their organizational membership (Estreder et al, 2019). In turn, the beneficial effects of informational justice and procedural justice should increase employees' ability to allocate the discretionary personal energy resources they gain from their exhibitionism to voluntary helping behaviors, without compromising their in-role job performance, whereas their job satisfaction and organizational commitment heighten their desire to do so (Quinn et al, 2012).…”

Örgütsel Sosyalleşmenin Psikolojik Sözleşme ve Örgütsel Bağlılıkla İlişkisi: Bir Kamu Kurumunda Araştırma

“…Guest (1998) ise, psikolojik sözleşmeyi etkileyen faktörleri; örgüt kültürü ve iklimi, insan kaynakları uygulamaları, deneyim, beklentiler ve diğer alternatifler olarak sınıflandırmıştır. Psikolojik sözleşme sonuçları bakımından çok sayıda bireysel ve örgütsel faktörle ilişkilendirilmiştir (Aselage ve Eisenberger, 2003;Coyle-Shapiro ve Kessler, 2003;Estreder, Tomás, Chambel, ve Ramos, 2019;Guest, 1998;Parzefall ve Hakanen, 2010;Soares ve Mosquera, 2019;Sturges, Conway, Guest, Liefooghe, 2005;Zhou, Plaisent, Zheng ve Bernard, 2014).…”