Psychological contract and attitudinal outcomes: multilevel mediation model
Estreder, Y., I. Tomás, M.J. Chambel y J. Ramos
Fuente: Personnel Review
Resumen
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.
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.
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.
Cómo citar este artículo
Estreder, Y., I. Tomás, M.J. Chambel y J. Ramos (2019). «Psychological contract and attitudinal outcomes: multilevel mediation model». Personnel Review 48, n.º 7: 1685-1700.
