Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study
The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)
2015-07-01
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| Series: | RAC: Revista de Administração Contemporânea |
| Subjects: | |
| Online Access: | http://www.anpad.org.br/periodicos/arq_pdf/a_1640.pdf |
| _version_ | 1797765095797817344 |
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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 | The goals of this study are to contribute to the understanding of the development of organizational commitment
and to explore the relations among psychological contract fulfillment, organizational commitment, and job
performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers
over three years. We identified four trajectories of commitment development: Learning to Love, High Match,
Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented
by individuals who began work highly committed to the organization, but then their commitment levels decreased
dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate
the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our
findings about the relationship between commitment and job performance were different according to the
trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher
commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and
Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings. |
| first_indexed | 2024-03-12T20:05:12Z |
| format | Article |
| id | doaj.art-d9cc28bb7d394d79aa1499a71a44b438 |
| institution | Directory Open Access Journal |
| issn | 1982-7849 |
| language | English |
| last_indexed | 2024-03-12T20:05:12Z |
| publishDate | 2015-07-01 |
| publisher | Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) |
| record_format | Article |
| series | RAC: Revista de Administração Contemporânea |
| spelling | doaj.art-d9cc28bb7d394d79aa1499a71a44b4382023-08-02T02:09:28ZengAssociação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD)RAC: Revista de Administração Contemporânea1982-78492015-07-01123250267http://dx.doi.org/10.1590/1807-7692bar2015140061Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative StudyLeticia Gomes Maia0Antonio Virgilio Bittencourt Bastos1Banco Central do Brasil - BCBUniversidade Federal da Bahia – UFBA/ISPThe goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were different according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings.http://www.anpad.org.br/periodicos/arq_pdf/a_1640.pdforganizational commitment; job performance; psychological contract; public sector management; human resources management. |
| spellingShingle | Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study RAC: Revista de Administração Contemporânea organizational commitment; job performance; psychological contract; public sector management; human resources management. |
| title | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| title_full | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| title_fullStr | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| title_full_unstemmed | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| title_short | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| title_sort | organizational commitment psychological contract fulfillment and job performance a longitudinal quanti qualitative study |
| topic | organizational commitment; job performance; psychological contract; public sector management; human resources management. |
| url | http://www.anpad.org.br/periodicos/arq_pdf/a_1640.pdf |
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