Climbing the ladder of performance: Are psychological contract and organizational commitment steps?
Low attrition and high job security in public organizations make the risk low for consequences of performing poorly. Climbing the ladder of job performance, what are the steps that should be in mind? The effects of fulfillment of the psychological contract and of affective organizational commitment...
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| Format: | Article |
| Language: | English |
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Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)
2019-04-01
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| Series: | BAR: Brazilian Administration Review |
| Subjects: | |
| Online Access: | http://www.scielo.br/pdf/bar/v16n1/1807-7692-bar-16-01-e180040.pdf |
| _version_ | 1797971490478489600 |
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| author | Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos |
| author_facet | Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos |
| author_sort | Leticia Gomes Maia |
| collection | DOAJ |
| description | Low attrition and high job security in public organizations make the risk low for consequences of performing poorly. Climbing the ladder of job performance, what are the steps that should be in mind? The effects of fulfillment of the psychological contract and of affective organizational commitment on job performance were examined in a longitudinal study with employees and their line managers in a Brazilian public sector agency. We tested three models of mediation, aiming to better explain variance in job performance. This research design with employees and their bosses (N = 202) relieves common method bias and demonstrates in a robust and unique way, through a study carried out over two years, the effects of the fulfillment of the psychological contract on in-role job performance as well as the role of organizational commitment in this process. We found that fulfillment of the psychological contract explained variance in job performance, while commitment did not. However, the addition of organizational commitment as a mediating variable increased the explanatory power of the psychological contract. In our metaphor, psychological contract would be a significant step on the ladder, while commitment would be the difference in how much an individual can stretch his/her arms to reach the best job performance. |
| first_indexed | 2024-04-11T03:33:27Z |
| format | Article |
| id | doaj.art-722eba3c29474156bb1e5ddebea73b2a |
| institution | Directory Open Access Journal |
| issn | 1807-7692 |
| language | English |
| last_indexed | 2024-04-11T03:33:27Z |
| publishDate | 2019-04-01 |
| publisher | Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) |
| record_format | Article |
| series | BAR: Brazilian Administration Review |
| spelling | doaj.art-722eba3c29474156bb1e5ddebea73b2a2023-01-02T05:53:28ZengAssociação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)BAR: Brazilian Administration Review1807-76922019-04-01161e18004010.1590/1807-7692bar2019180040Climbing the ladder of performance: Are psychological contract and organizational commitment steps?Leticia Gomes Maia0Antonio Virgilio Bittencourt Bastos1Banco Central do Brasil, BrazilUniversidade Federal da Bahia, BrazilLow attrition and high job security in public organizations make the risk low for consequences of performing poorly. Climbing the ladder of job performance, what are the steps that should be in mind? The effects of fulfillment of the psychological contract and of affective organizational commitment on job performance were examined in a longitudinal study with employees and their line managers in a Brazilian public sector agency. We tested three models of mediation, aiming to better explain variance in job performance. This research design with employees and their bosses (N = 202) relieves common method bias and demonstrates in a robust and unique way, through a study carried out over two years, the effects of the fulfillment of the psychological contract on in-role job performance as well as the role of organizational commitment in this process. We found that fulfillment of the psychological contract explained variance in job performance, while commitment did not. However, the addition of organizational commitment as a mediating variable increased the explanatory power of the psychological contract. In our metaphor, psychological contract would be a significant step on the ladder, while commitment would be the difference in how much an individual can stretch his/her arms to reach the best job performance.http://www.scielo.br/pdf/bar/v16n1/1807-7692-bar-16-01-e180040.pdfperformance appraisaljob performanceorganizational commitmentpsychological contractlongitudinal research design |
| spellingShingle | Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos Climbing the ladder of performance: Are psychological contract and organizational commitment steps? BAR: Brazilian Administration Review performance appraisal job performance organizational commitment psychological contract longitudinal research design |
| title | Climbing the ladder of performance: Are psychological contract and organizational commitment steps? |
| title_full | Climbing the ladder of performance: Are psychological contract and organizational commitment steps? |
| title_fullStr | Climbing the ladder of performance: Are psychological contract and organizational commitment steps? |
| title_full_unstemmed | Climbing the ladder of performance: Are psychological contract and organizational commitment steps? |
| title_short | Climbing the ladder of performance: Are psychological contract and organizational commitment steps? |
| title_sort | climbing the ladder of performance are psychological contract and organizational commitment steps |
| topic | performance appraisal job performance organizational commitment psychological contract longitudinal research design |
| url | http://www.scielo.br/pdf/bar/v16n1/1807-7692-bar-16-01-e180040.pdf |
| work_keys_str_mv | AT leticiagomesmaia climbingtheladderofperformancearepsychologicalcontractandorganizationalcommitmentsteps AT antoniovirgiliobittencourtbastos climbingtheladderofperformancearepsychologicalcontractandorganizationalcommitmentsteps |