Impact of transactional, relational and balanced contract on affective commitment

Abstract

PurposeThis paper is aimed at examining the impact of three types of psychological contracts such as transactional, relational and balanced contract on affective commitment by keeping meaningful work (MFW) as a mediator in this relationship.Design/methodology/approachThe data of 355 employees was collected from the large heavy Indian manufacturing organizations. The mediation path was analyzed through SPSS macro computational tool, i.e. PROCESS.FindingsThe result suggests that MFW partially mediates the relationship between all three types of psychological contract and affective commitment.Originality/valueThe study adds value to research in organizational behavior and human psychology by providing new insights on employee-employer relationships, MFW, and commitment.

The mediating effect of meaningful work between human resource practices and innovative work behavior: a study of emerging market

“…The results were–full measurement model (CMIN/df: 2.3; Goodness of Fit Statistic (GFI) = 0.90; Comparative Fit Index (CFI) = 0.94; Tucker–Lewis Index (TLI) = 0.94; Root Mean Square Residuals (RMR) = 0.05 and Normed Fit Index (NFI) = 0.90. Hair et al (2010) established the superior fit of the proposed model (Bamel and Bamel, 2018; Singh et al , 2020) over competing models, i.e. models 1, 2 and 3 and hence confirmed the validity of measures on present data (Table 2).…”

“…In this study, demographic variables, i.e. gender, hierarchy level, experience in the current organization and the size of the organization are considered as control variables following previous research (Singh et al , 2020).…”

Can transcendence be attained through mindfulness? The mediating role of meaningful work

“…This model describes how people like to be involved in a task that has scope to utilize their specific skills and competencies, enhances their abilities and contributes to society. The perception of MFW helps people to acquire ownership for their work and leads to more satisfaction and productivity (Kahn, 1990; Singh et al , 2020). It is observed that some people who desire results become stressed and frustrated; this may lead to despondency.…”

“…First, as per the directions suggested by previous researchers (Khan, 2017; Michaelson, 2011; Peters, 2016; Singh, 2018), MFW is one of the significant factors that play a crucial role in enhancing passion and energy as well as in increasing quality and perfection among employees of the manufacturing sector. Singh et al (2020) articulated the point that the monotonous type of work in stringent Indian manufacturing conditions makes employees less passionate, less energetic and demotivated; they lose special energy and vitality at work. If they start alienating themselves from the work, this raises big concerns for their productivity.…”

“…In the present scenario, the monotonous nature of work, especially in the manufacturing sector, has become a major concern for human resource departments and professionals. Monotonous work alienates people from work and is found to reduce the degree of meaningfulness among employees (Singh et al , 2020). Difficult working conditions and production-oriented approaches make it more challenging to work in a manufacturing-based organizational setting (Yadav et al , 2019).…”