Rogozińska-Pawełczyk Anna, Gadomska-Lila Katarzyna
Department of Labour and Social Policy, Faculty of Economics and Sociology, University of Lodz, 90-136 Lodz, Poland.
Institute of Management, University of Szczecin, 70-453 Szczecin, Poland.
Int J Environ Res Public Health. 2022 Apr 28;19(9):5404. doi: 10.3390/ijerph19095404.
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.
本文旨在确定关系型和交易型心理契约的履行与工作成果之间的关系，同时考虑组织认同所表达的中介作用。实证研究针对波兰能源领域一家领先公司中负责设计和实施人力资源实践的402名人力资源专业人员展开。研究假设采用偏最小二乘结构方程建模技术（PLS-SEM）进行检验。基于我们的研究，我们发现关系型和交易型心理契约的实施对人力资源专业人员所取得的成果产生了积极影响，这种影响既有直接的，也有通过组织认同的中介作用间接产生的。结果表明，当由组织认同进行中介时，心理契约与工作成果之间的关系更强。组织认同发挥着重要作用，尤其是在与交易型契约相关的方面。研究结果得出结论，希望提高人力资源专业人员工作成果水平的组织，应尽可能满足员工的期望，并履行在既定心理契约框架内对他们做出的承诺。该研究对于理解组织认同在增强人力资源专业人员努力以取得使员工和组织都受益的工作成果方面的“优先”重要性做出了重要贡献。
