The Effect of HR Practices and Psychological Contract on Employee Performance: The Polish Experience in Business Services Sector

Rogozińska–Pawełczyk, Anna

doi:10.1007/978-3-030-65147-3_1

Cited by 5 publications

(5 citation statements)

References 48 publications

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“…HR professionals, through the perception that their employers have met their expectations in providing economic or monetary rewards, offering them socio-emotional support, feel organisational identification, which may motivate them to improve their work results. The results of the presented study reflect a view that indicates that fulfilling both types of psychological contract becomes an important predictor of work results achievement [57,95].…”

Section: Discussionsupporting

confidence: 81%

“…The psychological contract is an important factor contributing to employee attitudes and behaviour, in relation to job satisfaction, organisational commitment [16], organisational trust, absenteeism, turnover intention [52][53][54], as well as to employees' organisational identification and employee performance [55][56][57]. The analysed research model takes into account the construct of psychological contract fulfilment existing when the employer fulfils promises (transactional or relational type promise), which conditions the fulfilment of promises declared by the employee (transactional or relational type promise).…”

Section: Conceptual Modelmentioning

confidence: 99%

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The Mediating Role of Organisational Identification between Psychological Contract and Work Results: An Individual Level Investigation

Rogozińska–Pawełczyk

Gadomska–Lila

2022

IJERPH

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The aim of this article is to identify the relationship between the fulfilment of relational and transactional psychological contracts and work results, taking into account the mediation effect expressed in organisational identification. The empirical research was conducted on a group of 402 HR professionals responsible for designing and implementing HR practices in one of the leading companies of the Polish energy sector. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). Based on our research, we found that the implementation of both relational and transactional psychological contracts positively influenced the results achieved by HR professionals, both directly and indirectly, through the mediating role of organisational identification. The results indicate that the relationship between the psychological contract and work results is stronger when mediated by organisational identification. It plays an important role, especially in relation to the transactional contract. The collected results lead to the conclusion that organisations, wishing to increase the level of work results achieved by HR professionals, should as much as possible fulfil the expectations of employees and meet the commitments made to them within the framework of the established psychological contract. The study makes an important contribution to the understanding of the “priority” importance of organisational identification in enhancing the efforts of HR professionals to deliver work results that benefit both employees and the organisation.

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Section: Discussionsupporting

confidence: 81%

Section: Conceptual Modelmentioning

confidence: 99%

The Mediating Role of Organisational Identification between Psychological Contract and Work Results: An Individual Level Investigation

Rogozińska–Pawełczyk

Gadomska–Lila

2022

IJERPH

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“…An employee can learn about mutual commitments and promises by observing the behaviour and reactions of others in the organisation. Recent research by [52] indicates that the formation of a psychological contract in an organisation is influenced by such perceived commitments as job retention, rapid promotion, satisfactory pay, training and career development. These commitments provide the organization with the opportunity for employees to become more involved in organizational activities and goal achievement.…”

Section: Engagement and Job Satisfaction Versus Pro-innovative Hr Pra...mentioning

confidence: 99%

The Role of Pro-Innovative HR Practices and Psychological Contract in Shaping Employee Commitment and Satisfaction: A Case from the Energy Industry

Gadomska–Lila

Rogozińska–Pawełczyk

2021

Energies

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Innovation is a very important attribute of energy companies. Its level largely depends on employees’ attitudes and behaviours, which are determined on the one hand by individual factors (e.g., psychological contract) and on the other hand by organisational factors (e.g., human resources (HR) practices). The aim of this article is to identify the relationship between pro-innovative HR practices, psychological contract and employee attitudes—commitment and job satisfaction. The research was conducted in a company which is one of the leading Polish electricity suppliers. Data were collected using a proprietary survey questionnaire. The research involved 402 HR professionals responsible for shaping and implementing pro-innovative HR practices in the company. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). The results indicate the existence of a positive relationship between pro-innovative HR practices, psychological contract and employee commitment and satisfaction. Furthermore, they indicate that organisations wishing to increase employee commitment and job satisfaction should strengthen and implement existing psychological contracts. One way to do this is to invest in pro-innovative HR practices, such as competence development, knowledge sharing or creativity-based candidate selection, as they have been shown to be good moderators of these relationships. The obtained results may be of particular importance for HR management specialists and managers responsible for shaping desired attitudes and behaviours of employees.

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“…Knowledge workers typically work for organizations engaged in creating innovative solutions and creating new knowledge in the economy. Accordingly, knowledge workers respond reasonably well to implemented IHRMP [42]; therefore, the greater the variety of HR activities introduced, the more regulated the may seem, which can lead to a reduced desire to leave the organization [8] and a sense of burnout in the context of BSS organizations. The impact of IHRMP on JB is fully mediated by OS (H2), which focuses on how work and rewards are organized along with consideration of individual employee needs regarding work and personal life.…”

Section: Resultsmentioning

confidence: 99%

“…Given the above, conducting research on IHRMP in Polish organizations, including those with BSS, may involve the following observations. Firstly, IHRMP signal to employees which workplace activities are strategically important and expected by the organization [8] at any given time. These intentions may not necessarily be in line with current expectations or undertaken employee…”

Section: Introductionmentioning

confidence: 99%

The role of innovative human resource management practices, organizational support and knowledge worker effort in counteracting job burnout in the Polish business services sector

Rogozińska-Pawełczyk

2024

Int J Occup Med Environ Health.

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Objectives: This study focuses on analyzing the impact of innovative human resource management practices (IHRMP) on knowledge worker burnout, and how organizational support and employee effort help explain this relationship in the context of the business services sector. To explore the problem, investigated whether IHRMP have a significant negative impact on employee burnout, and organizational support and employee effort mediate the negative impact of IHRMP on employee burnout. Material and Methods: A survey was conducted, collected using the computer assisted web interview method on 1000 knowledge workers employed at business services sector (BSS) organizations in Poland. The quantitative results obtained were analyzed using AMOS software to test the main statistical relationships and through structural equation modeling. Results:The study outlines direct and indirect mechanisms to counteract perceived burnout among knowledge workers. The article contributes to the understanding of how IHRMP reduce burnout among knowledge workers and highlights the central importance of organizational support and employee effort as mediating factors against burnout in the context of high-skill, high-intensity work. Conclusions: The expected results in terms of application provide a proposal of measures for managers' consideration that can be implemented in the organization with a view to counteracting the incidence of burnout among BSS employees.

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The Effect of HR Practices and Psychological Contract on Employee Performance: The Polish Experience in Business Services Sector

Cited by 5 publications

References 48 publications

The Mediating Role of Organisational Identification between Psychological Contract and Work Results: An Individual Level Investigation

The Mediating Role of Organisational Identification between Psychological Contract and Work Results: An Individual Level Investigation

The Role of Pro-Innovative HR Practices and Psychological Contract in Shaping Employee Commitment and Satisfaction: A Case from the Energy Industry

The role of innovative human resource management practices, organizational support and knowledge worker effort in counteracting job burnout in the Polish business services sector

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