Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study
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| Natura: | Artículo científico |
| Lingua: | en |
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Associação Nacional de Pós-Graduação e Pesquisa em Administração
2015
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| _version_ | 1876437399823712256 |
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| author | Leticia Gomes Maia |
| author_facet | Leticia Gomes Maia |
| contents | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos Administración y Contabilidad job performance psy c hological contract Organizational commitment public sector management human resources management 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 commi tment, 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 an d 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 characterist ics 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 differ ent 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 con tradict it. We offer and discuss some possible explanations for these findings. 2015 artículo científico 1807-7692 https://www.redalyc.org/articulo.oa?id=84142182003 en http://www.redalyc.org/revista.oa?id=841 BAR - Brazilian Administration Review application/pdf Associação Nacional de Pós-Graduação e Pesquisa em Administração BAR - Brazilian Administration Review (Brasil) Num.3 Vol.12 |
| format | Artículo científico |
| id | redalyc_84142182003 |
| institution | Redalyc |
| language | en |
| publishDate | 2015 |
| publisher | Associação Nacional de Pós-Graduação e Pesquisa em Administração |
| spellingShingle | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study Leticia Gomes Maia Administración y Contabilidad job performance psy c hological contract Organizational commitment public sector management human resources management Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study Leticia Gomes Maia Antonio Virgilio Bittencourt Bastos Administración y Contabilidad job performance psy c hological contract Organizational commitment public sector management human resources management 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 commi tment, 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 an d 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 characterist ics 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 differ ent 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 con tradict it. We offer and discuss some possible explanations for these findings. 2015 artículo científico 1807-7692 https://www.redalyc.org/articulo.oa?id=84142182003 en http://www.redalyc.org/revista.oa?id=841 BAR - Brazilian Administration Review application/pdf Associação Nacional de Pós-Graduação e Pesquisa em Administração BAR - Brazilian Administration Review (Brasil) Num.3 Vol.12 |
| title | Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study |
| topic | Administración y Contabilidad job performance psy c hological contract Organizational commitment public sector management human resources management |
| url | https://www.redalyc.org/articulo.oa?id=84142182003 |