Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment

IF 4 2区管理学 Q2 MANAGEMENT Group & Organization Management Pub Date : 2023-09-28 DOI:10.1177/10596011231203365

Lyonel Laulié, Amanuel G. Tekleab, Denise M. Rousseau

{"title":"Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment","authors":"Lyonel Laulié, Amanuel G. Tekleab, Denise M. Rousseau","doi":"10.1177/10596011231203365","DOIUrl":null,"url":null,"abstract":"Taking a multi-level perspective on the psychological contract (PC), this study investigates the overlooked but critical role of team psychological contract fulfillment in shaping team and individual-level affect and outcomes. It examines the dynamics associated with employer PC Fulfillment (PCF) to the team and compares them to the dynamics regarding employer PCF of the individual’s own psychological contract. Guided by psychological contracts and self-regulation theories, we surveyed 504 individuals in 69 retail organization teams at two time periods. At the team level, findings support an indirect effect of team PCF on both team engagement and average turnover intention through affective climate. Similarly, at the individual level, we find an indirect effect of individual PCF on both engagement and turnover intentions through individual affect. Tests of scalar and configural similarity across levels support functional isomorphism between individual and team PCF relationships with engagement, while turnover intention is more highly related to individual than to team PCF. Last, we observe cross-level effects of team PCF on the relationship between individual PCF and turnover intentions. We present implications for multi-level PC theory, research, and practice.","PeriodicalId":48143,"journal":{"name":"Group & Organization Management","volume":"66 1","pages":"0"},"PeriodicalIF":4.0000,"publicationDate":"2023-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Group & Organization Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/10596011231203365","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 0

Abstract

Taking a multi-level perspective on the psychological contract (PC), this study investigates the overlooked but critical role of team psychological contract fulfillment in shaping team and individual-level affect and outcomes. It examines the dynamics associated with employer PC Fulfillment (PCF) to the team and compares them to the dynamics regarding employer PCF of the individual’s own psychological contract. Guided by psychological contracts and self-regulation theories, we surveyed 504 individuals in 69 retail organization teams at two time periods. At the team level, findings support an indirect effect of team PCF on both team engagement and average turnover intention through affective climate. Similarly, at the individual level, we find an indirect effect of individual PCF on both engagement and turnover intentions through individual affect. Tests of scalar and configural similarity across levels support functional isomorphism between individual and team PCF relationships with engagement, while turnover intention is more highly related to individual than to team PCF. Last, we observe cross-level effects of team PCF on the relationship between individual PCF and turnover intentions. We present implications for multi-level PC theory, research, and practice.

查看原文

微信好友朋友圈 QQ好友复制链接

本刊更多论文

不同层次的心理契约:团队心理契约履行的跨层次与比较多层次效应

本研究从心理契约的多层次视角，探讨了团队心理契约履行在塑造团队和个人层面的情感和结果方面被忽视但至关重要的作用。它考察了与雇主个人目标履行(PCF)对团队的相关动态，并将其与雇主个人目标履行(PCF)对个人自身心理契约的动态进行了比较。在心理契约和自我调节理论的指导下，我们对69个零售组织团队的504名个体进行了两个时间段的调查。在团队层面上，研究结果支持团队敬业度和平均离职意愿通过情感氛围间接影响团队敬业度和平均离职意愿。同样，在个体层面上，我们发现个体PCF通过个体影响间接影响敬业和离职意向。跨层次的标量相似性和结构相似性测试支持个人和团队PCF关系与敬业度之间的功能同构，而离职倾向与个人的相关性比与团队的PCF的相关性更高。最后，我们观察了团队工作热情对个人工作热情与离职意向之间关系的跨水平影响。我们提出了多层次PC理论、研究和实践的启示。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文去求助

来源期刊

Group & Organization Management Multiple-

CiteScore

8.40

自引率

12.50%

发文量

期刊介绍： Group & Organization Management (GOM) publishes the work of scholars and professionals who extend management and organization theory and address the implications of this for practitioners. Innovation, conceptual sophistication, methodological rigor, and cutting-edge scholarship are the driving principles. Topics include teams, group processes, leadership, organizational behavior, organizational theory, strategic management, organizational communication, gender and diversity, cross-cultural analysis, and organizational development and change, but all articles dealing with individual, group, organizational and/or environmental dimensions are appropriate.