The high-performance HRM systems in shaping employee performance – an analysis into the mediating effect of the psychological contract based on organisations in Central Poland

Abstract

This paper uses independent and intermediate variables (individual and organisational) to study employee performance. It was prepared based on a literature review and a study of relations between the high-performance systems (the main predictor) and employee performance (composed of their behaviours and performance) mediated by the fulfilment of psychological contract. The research showed that the high-performance HRM systems (consisting of content, process and climate) directly and indirectly influence employee performance through the mediating effect of the psychological contract setting out the obligations of employers and employees towards each other.

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

“…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].…”

“…Arising from social exchange theory, psychological contract fulfilment is an important foundation for understanding employer-employee relationships [19] and a perspective for understanding organisational behaviours and attitudes [16].The impact of psychological contract fulfilment on employee work outcomes has been widely studied [62,94,95]. Previous studies have discussed employees' commitment, motivation, satisfaction and employee performance, but few studies have investigated organisational identification and self-perception of work results [5,95].…”

“…Arising from social exchange theory, psychological contract fulfilment is an important foundation for understanding employer-employee relationships [19] and a perspective for understanding organisational behaviours and attitudes [16].The impact of psychological contract fulfilment on employee work outcomes has been widely studied [62,94,95]. Previous studies have discussed employees' commitment, motivation, satisfaction and employee performance, but few studies have investigated organisational identification and self-perception of work results [5,95]. Although prior research has examined the relationship between psychological contract fulfilment and employees' performance and employees' task performance, it has generally focused on work performance and organisational citizenship behaviours, which are relatively broad aspects of employees' attitudes and behaviour [66].…”