Psychological contract fulfilment and innovative work behaviour: A mediated moderation model of work engagement and social support
Vol 8, Issue 7, 2024
VIEWS - 1536 (Abstract)
Abstract
This paper aims to research the impact of psychological contract fulfilment on employee innovative work behaviour, and the mediating role of work engagement and the moderating role of social support. A quantitative analysis was adopted to address in research. Two-wave data were collected from 332 respondents working in China. Hierarchical regression analyses were conducted to assess the proposed hypotheses. Results revealed that psychological contract fulfilment positively impacted innovative work behaviour. In addition, engagement partially mediated the relationship between psychological contract fulfilment and innovative work behaviour. Furthermore, the findings suggest that social support moderates the relationship between work engagement and innovative work behaviour, and, in turn, moderates the indirect effect of psychological contract fulfilment on innovative work behaviour through work engagement. This research extends the generalizability of findings in the psychological contract literature. The results bear significant implications for the management of employees’ innovative work behaviour.
Keywords
Full Text:
PDFReferences
- Agarwal, U. A. (2014). Linking justice, trust and innovative work behaviour to work engagement. Personnel Review, 43(1), 41–73. https://doi.org/10.1108/PR-02-2012-0019
- Agarwal, U. A. (2014). Examining the impact of social exchange relationships on innovative work behaviour: Role of work engagement. Team performance management, 20(3/4), 102–120. https://doi.org/10.1108/TPM-01-2013-0004
- Agarwal, U. A. (2017). Linking Psychological Contract Breach, Innovative Work Behaviour and Collectivism: A Moderated Mediation Model. International Journal of Innovation Management, 21(07), 1–3. https://doi.org/10.1142/S1363919617500566
- AlEssa, H. S., & Durugbo, C. M. (2022). Systematic review of innovative work behavior concepts and contributions. Management Review Quarterly, 72(4), 1171–1208. https://doi.org/10.1007/s11301-021-00224-x
- Ali, H., Li, M., & Qiu, X. (2022). Employee Engagement and Innovative Work Behavior Among Chinese Millennials: Mediating and Moderating Role of Work-Life Balance and Psychological Empowerment. Frontiers in Psychology, 13, 942580. https://doi.org/10.3389/fpsyg.2022.942580
- Argyris, C. (1960). Understanding organizational behavior. Dorsey.
- Azeem, M., Ahmed, M., Haider, S., & Sajjad, M. (2021). Expanding competitive advantage through organizational culture, knowledge sharing and organizational innovation. Technology in Society, 66, 101635.
- Bakker, A. B., Demerouti, E., & Euwema, M. C. (2005). Job Resources Buffer the Impact of Job Demands on Burnout. Journal of Occupational Health Psychology, 10(2), 170–180. https://doi.org/10.1037/1076-8998.10.2.170
- Bakker, A. B., & Demerouti, E. (2007). The Job Demands‐Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
- Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
- Bal, P. M., De Cooman, R., & Mol, S. T. (2013). Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure. European journal of work and organizational psychology, 22(1), 107–122. https://doi.org/10.1080/1359432X.2011.626198
- Bannay, D. F., Hadi, M. J., & Amanah, A. A. (2020). The impact of inclusive leadership behaviors on innovative workplace behavior with an emphasis on the mediating role of work engagement. Problems and Perspectives in Management, 18(3), 479. https://doi.org/10.21511/ppm.18(3).2020.39
- Barnhill, C. R., & Smith, N. L. (2019). Psychological contract fulfilment and innovative work behaviours of employees in sport-based SBEs: The mediating role of organisational citizenship. International Journal of Sport Management and Marketing, 19(1/2), 106–128. https://doi.org/10.1504/IJSMM.2019.097020
- Blau, P. M. (1964). Justice in social exchange. Sociological Inquiry, 34(2), 193–206. https://doi.org/10.1111/j.1475-682X.1964.tb00583.x
- Bolino, M. C., & Turnley, W. H. (2005). The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict. Journal of applied psychology, 90(4), 740. https://doi.org/10.1037/0021-9010.90.4.740
- Carlson, D. S., Thompson, M. J., Hackney, K. J., & Crawford, W. S. (2021). With a little help from my (her) friends: The role of friend support on the negative effects of work engagement for married couples. Journal of Vocational Behavior, 125, 103539. https://doi.org/10.1016/j.jvb.2021.103539
- Chang, H. T., Hsu, H. M., Liou, J. W., & Tsai, C. T. (2013). Psychological contracts and innovative behavior: A moderated path analysis of work engagement and job resources. Journal of Applied Social Psychology, 43(10), 2120–2135. https://doi.org/10.1111/jasp.12165
- Chen, L., Wadei, K. A., Bai, S., & Liu, J. (2020). Participative leadership and employee creativity: a sequential mediation model of psychological safety and creative process engagement. Leadership & Organization Development Journal, 41(6), 741–759. https://doi.org/10.1108/LODJ-07-2019-0319
- Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x
- Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874–900. https://doi.org/10.1177/0149206305279602
- Cohen, S., & McKay, G. (1984). Social support, stress and the buffering hypothesis: A 6 theoretical analysis. In: Baum, A., Taylor, S. E., & Singer, J. E. (editors). Handbook of 7 psychology and health. Hillsdale, NJ: Erlbaum. pp. 253-267.
- Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2(3), 300–319. https://doi.org/10.1037/1089-2680.2.3.300
- Gakovic, A., & Tetrick, L. E. (2003). Psychological contract breach as a source of strain for employees. Journal of Business and Psychology, 18(2), 235–246. https://doi.org/10.1023/A:1027301232116
- Gardner, D. G., Pierce, J. L., & Peng, H. (2021). Social exchange and psychological ownership as complementary pathways from psychological contract fulfillment to organizational citizenship behaviors. Personnel Review, 50(6), 1479–1494. https://doi.org/10.1108/PR-12-2019-0688
- González-Romá, V., Schaufeli, W. B., Bakker, A. B., & Lloret, S. (2006). Burnout and work engagement: Independent factors or opposite poles? Journal of Vocational Behavior, 68(1), 165–174. https://doi.org/10.1016/j.jvb.2005.01.003
- Gordon, S. (2020). Organizational support versus supervisor support: The impact on hospitality managers’ psychological contract and work engagement. International Journal of Hospitality Management, 87, 102374. https://doi.org/10.1016/j.ijhm.2019.102374
- Hackman, J. R., Oldham, G. R. (1980). Work Redesign, Addison-Wesley, Reading, MA.
- Halbesleben, J. R. B. (2006). Sources of social support and burnout: A meta-analytic test of the conservation of resources model. Journal of Applied Psychology, 91(5), 1134–1145. https://doi.org/10.1037/0021-9010.91.5.1134
- Hanif, F., & Khan, M. (2016). Linking Psychological Contract and Innovative Work Behavior, moderated path analysis of Organizational Resources and mediated role of Work Engagement. In: Proceedings of 2nd International Multi-Disciplinary Conference. p. 20.
- Hayashi, C., Suzuki, T., & Sasaki, M. S. (1992). Data analysis for comparative social research: International perspectives. North-Holland: Elsevier.
- Hayes, A. F. (2013). A simple test of moderated mediation. Manuscript submitted for publication. Available online: http://www.afhayes.com/ (accessed on 7 May 2013).
- Hobfoll, S. E. (1989). Conservation of Resources. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066x.44.3.513
- Hobfoll, S. E., & Stokes, J. P. (1988). The process and mechanics of social support. In: Duck, S., Hay, D. F., Hobfoll S. E., et al. (editors). Handbook of personal relationships: Theory, research and interventions. John Wiley & Sons. pp. 497–517.
- Hui, L., Qun, W., Nazir, S., et al. (2021). Organizational identification perceptions and millennials’ creativity: Testing the mediating role of work engagement and the moderating role of work values. European Journal of Innovation Management, 24(5), 1653–1678. https://doi.org/10.1108/EJIM-04-2020-0165
- Jason, V., & S. N., G. (2021). Regulatory focus and innovative work behavior: The role of work engagement. Current Psychology, 40(6), 2791–2803. https://doi.org/10.1007/s12144-019-00220-1
- Janssen, O. (2000). Job demands, perceptions of effort‐reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038
- Jia, K., Zhu, T., Zhang, W., et al. (2022). The Linkage between Ethical Leadership, Well-Being, Work Engagement, and Innovative Work Behavior: The Empirical Evidence from the Higher Education Sector of China. International Journal of Environmental Research and Public Health, 19(9), 9. https://doi.org/10.3390/ijerph19095414
- Jolly, P. M., Kong, D. T., & Kim, K. Y. (2021). Social support at work: An integrative review. Journal of Organizational Behavior, 42(2), 229–251. https://doi.org/10.1002/job.2485
- Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287
- Kahn, W. A. (1992). To be fully there: Psychological presence at work. Human relations, 45(4), 321–349. https://doi.org/10.1177/001872679204500402
- Karani, A., Trivedi, P., & Thanki, H. (2021). Psychological contract and work outcomes during COVID-19 pandemic. Journal of Organizational Effectiveness: People and Performance, 9(1), 149–168. https://doi.org/10.1108/JOEPP-09-2020-0186
- Karani, A., Mall, S., Deshpande, R., & Jayswal, M. (2023). Impact of psychological contract breach on innovative behaviour and well-being amongst academicians during COVID-19. International Journal of Sociology and Social Policy, 43(1/2), 126–141. https://doi.org/10.1108/IJSSP-01-2022-0023
- Karasek, R. A. (1979). Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign. Administrative Science Quarterly, 24(2), 285. https://doi.org/10.2307/2392498
- Karasek, R. A., & Theorell, T. (1990). Healthy work: Stress, productivity and the reconstruction of working life. New York: Basic Books.
- Karasek, R. A., Triantis, K. P., & Chaudhry, S. S. (1982). Coworker and supervisor support as moderators of associations between task characteristics and mental strain. Journal of Occupational Behaviour, 3(2), 181–200.
- Langelaan, S., Bakker, A. B., Van Doornen, L. J. P., & Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40(3), 521–532. https://doi.org/10.1016/j.paid.2005.07.009
- Le, H., Newman, A., Menzies, J., et al. (2020). Work-life balance in Asia: A systematic review. Human Resource Management Review, 30, 100766. https://doi.org/10.1016/j.hrmr.2020.100766
- Monica, R., & Krishnaveni, R. (2019). Enhancing innovative work behaviour through work engagement: Examining the role of psychological empowerment and social support. International Journal of Business Innovation and Research, 20(4), 527. https://doi.org/10.1504/IJBIR.2019.103323
- Mubarak, N., Khan, J., Yasmin, R., Osmadi, A. (2021). The impact of a proactive personality on innovative work behavior: the role of work engagement and transformational leadership. Leadership & Organization Development Journal, 42(7), 989–1003. https://doi.org/10.1108/LODJ-11-2020-0518
- Ng, T. W., Feldman, D. C., & Lam, S. S. (2010). Psychological contract breaches, organizational commitment, and innovation-related behaviors: a latent growth modeling approach. The Journal of Applied Psychology, 95(4), 744–751. https://doi.org/10.1037/a0018804
- Nhat Vuong, B., Tushar, H., & Hossain, S. (2022). The Effect of Social Support on Job Performance through Organizational Commitment and Innovative Work Behavior: Does Innovative Climate Matter? Asia-Pacific Journal of Business Administration, 15(5), 832–854. https://doi.org/10.1108/apjba-06-2021-0256
- Noble-Nkrumah, F., Anyigba, H., & Mensah, H. K. (2022), Psychological contract fulfilment and work behaviour nexus: The interactive effects of employee job autonomy and trust. Management Decision, 60(5), 1326–1348. https://doi.org/10.1108/md-11-2020-1493
- Othman, N., & Nasurdin, A. M. (2013). Social support and work engagement: A study of Malaysian nurses: Social support and work engagement in Malaysia. Journal of Nursing Management, 21(8), 1083–1090. https://doi.org/10.1111/j.1365-2834.2012.01448.x
- Orgambídez-Ramos, A., & De Almeida, H. (2017). Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination. Applied Nursing Research, 36, 37–41. https://doi.org/10.1016/j.apnr.2017.05.012
- Oubaziz, S., & Matmar, D. (2021). Open innovation: a new source of business competitiveness. Athens Journal of Business & Economics, 7(4), 365–378. https://doi.org/10.30958/ajbe.7-4-4
- Phan, T. T. (2019) The impact of burnout on innovative work behavior under the influence of individual resilience and environment effects. MS thesis. University of Twente.
- Pieterse, A. N., Van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of organizational behavior, 31(4), 609–623. https://doi.org/10.1002/job.650
- Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185–227. https://doi.org/10.1080/00273170701341316
- Rayton, B. A., & Yalabik, Z. Y. (2014). Work engagement, psychological contract breach and job satisfaction. The International Journal of Human Resource Management, 25(17), 2382–2400. https://doi.org/10.1080/09585192.2013.876440
- Robinson, S. L., & Wolfe Morrison, E. (2000). The development of psychological contract breach and violation: A longitudinal study. Journal of Organizational Behavior, 21(5), 525–546. https://doi.org/10.1002/1099-1379(200008)21:5<525::AID-JOB40>3.0.CO;2-T
- Rousseau, D. M. (1995). Psychological contracts in organizations: understanding written and unwritten agreements. Administrative Science Quarterly, 43, 184–186. https://doi.org/10.4135/9781452231594
- Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
- Schaufeli, W. B., Martínez, I. M., Pinto, A. M., et al. (2002). Burnout and Engagement in University Students. Journal of Cross-Cultural Psychology, 33, 464–481. https://doi.org/10.1177/0022022102033005003
- Schaufeli, W. B. (2003). Past performance and future perspectives of burnout research. SA Journal of Industrial Psychology, 29(4), 1–15. https://doi:10.4102/sajip.v29i4.127
- Schaufeli, W. B., Taris, T. W., & Bakker, A. B. (2006). Dr Jekyll or Mr Hyde? On the differences between work engagement and workaholism. Research Companion to Working Time and Work Addiction, 193. https://doi.org/10.4337/9781847202833.00018
- Schreurs, B. H. J., Hetty Van Emmerik, I. J., Günter, H., & Germeys, F. (2012). A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance. Human Resource Management, 51(2), 259–279. https://doi.org/10.1002/hrm.21465
- Shumaker, S. A., & Brownell, A. (1984). Toward a Theory of Social Support: Closing Conceptual Gaps. Journal of Social Issues, 40(4), 11–36. https://doi.org/10.1111/j.1540-4560.1984.tb01105.x
- Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions. Journal of Occupational Health Psychology, 1(1), 27–41. https://doi.org/10.1037/1076-8998.1.1.27
- Soares, M. E., & Mosquera, P. (2019). Fostering work engagement: The role of the psychological contract. Journal of Business Research. https://doi.org/10.1016/j.jbusres.2019.01.003
- Toyama, H., & Mauno, S. (2017). Associations of Trait Emotional Intelligence with Social Support, Work Engagement, and Creativity in Japanese Eldercare Nurses. Japanese Psychological Research, 59(1), 14–25. https://doi.org/10.1111/jpr.12139
- Turnley, W. H., Bolino, M. C., Lester, S. W. & Bloodgood, J. M. (2003). The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors. Journal of Management, 29, 187. http://dx.doi.org/10.1177/014920630302900204
- Wang, Z., Xing, L., & Zhang, Y. (2021). Do high-performance work systems harm employees’ health? An investigation of service-oriented HPWS in the Chinese healthcare sector. The International Journal of Human Resource Management, 32(10), 2264–2297. https://doi.org/10.1080/09585192.2019.1579254
- Yu, J. (2022). Impacts of psychological contract fulfillment on work attitudes and behaviors during the COVID-19 pandemic: mediating role of perceived organizational support. Current Psychology, 1–10. https://doi.org/10.1007/s12144-022-03746-z
DOI: https://doi.org/10.24294/jipd.v8i7.5143
Refbacks
- There are currently no refbacks.
Copyright (c) 2024 Jiawei Yu, Lin Du, Roshayati Abdul Hamid, Zizah Che Senik, Elaina Rose Johar
License URL: https://creativecommons.org/licenses/by/4.0/
This site is licensed under a Creative Commons Attribution 4.0 International License.