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Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model.
Span J Psychol. 2020 Nov 23; 23:e53.SJ

Abstract

Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees' affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these relationships. The sample was composed of 942 employees and their HR managers from 47 organizations in three sectors (food, education, and sales). Mediation model is tested, using the bootstrapping technique developed by Hayes (2009). The study provides support for the hypothesized mediation model. Results show that PC mutuality predicts work-related outcomes such as job satisfaction, well-being, organizational commitment, intention to quit, in-role perceived performance, and perceptions of PC violation, and that PC fulfillment partially mediates these relationships. These findings provide theoretical insights into PC theory, highlighting the relevance of PC mutuality. They offer practical suggestions for companies about the importance of achieving mutuality in their relationships with employees in order to increase positive work-related outcomes.

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Publisher Full Text (DOI)

Authors+Show Affiliations

Cioca IA
ScienceForWork (Romania).
Ramos J
IDOCAL-Universitat de València (Spain). Instituto Valenciano de Investigaciones Económicas (Spain).
Latorre MF
Universidad Rey Juan Carlos (Spain).
Estreder Y
IDOCAL-Universitat de València (Spain).

MeSH

AdultContractsEmploymentHumansJob SatisfactionModels, PsychologicalOrganizational CulturePersonnel LoyaltyWork Performance

Pub Type(s)

Journal Article

Language

eng

PubMed ID

33222715

Citation

Cioca, Iulia A., et al. "Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model." The Spanish Journal of Psychology, vol. 23, 2020, pp. e53.
Cioca IA, Ramos J, Latorre MF, et al. Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model. Span J Psychol. 2020;23:e53.
Cioca, I. A., Ramos, J., Latorre, M. F., & Estreder, Y. (2020). Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model. The Spanish Journal of Psychology, 23, e53. https://doi.org/10.1017/SJP.2020.52
Cioca IA, et al. Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model. Span J Psychol. 2020 Nov 23;23:e53. PubMed PMID: 33222715.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model. AU - Cioca,Iulia A, AU - Ramos,José, AU - Latorre,M Felisa, AU - Estreder,Yolanda, Y1 - 2020/11/23/ PY - 2020/11/23/entrez PY - 2020/11/24/pubmed PY - 2021/9/11/medline KW - employment relationships KW - psychological contract fulfillment KW - psychological contract mutuality KW - work-related outcomes SP - e53 EP - e53 JF - The Spanish journal of psychology JO - Span J Psychol VL - 23 N2 - Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees' affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these relationships. The sample was composed of 942 employees and their HR managers from 47 organizations in three sectors (food, education, and sales). Mediation model is tested, using the bootstrapping technique developed by Hayes (2009). The study provides support for the hypothesized mediation model. Results show that PC mutuality predicts work-related outcomes such as job satisfaction, well-being, organizational commitment, intention to quit, in-role perceived performance, and perceptions of PC violation, and that PC fulfillment partially mediates these relationships. These findings provide theoretical insights into PC theory, highlighting the relevance of PC mutuality. They offer practical suggestions for companies about the importance of achieving mutuality in their relationships with employees in order to increase positive work-related outcomes. SN - 1988-2904 UR - https://www.unboundmedicine.com/medline/citation/33222715/Psychological_Contract_Mutuality_and_Work_related_Outcomes:_Testing_a_Mediation_Model_ DB - PRIME DP - Unbound Medicine ER -