A mediating role of work engagement in psychological contract and innovative work behaviour: a study of information technology sector of Pakistan

• Autorzy: Jamil Tayyaba , Kabiesz Patrycja , Bartnicka Joanna

Identyfikatory

DOI

10.29119/1641-3466.2024.194.7

• Języki publikacji: EN

Abstrakty

EN

Purpose: The goal of this research was to learn how psychological contracts influence workers' innovative work behavior in Pakistan's information technology industry. Design/methodology/approach: Employees from several software companies in Rawalpindi, Islamabad, participated in the study. Standardized scales were used to obtain data from 234 workers via questionnaires. Findings: The study's findings showed a favorable correlation between innovative work behavior and the presence of psychological contracts (both transactional and relational). Originality/value: There remained uncertainty and little study was done on the mediation function of work engagement in the relationship between Psychological Contract and Innovative Work Behavior despite decades of research on the subject. Thus, work engagement was employed as a mediator in this research, and the findings demonstrated that work engagement mediates the relationship between innovative work behavior and the psychological contract in a positive and meaningful way.

Słowa kluczowe

EN

psychological contract; innovative work behavior; work engagement; IT sector

PL

kontrakt psychologiczny; innowacyjne zachowania w pracy; zaangażowanie w pracę; sektor IT

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2024
• Tom: z. 194
• Strony: 113--130
• Opis fizyczny: Bibliogr. 51 poz.

Twórcy

autor

Jamil Tayyaba

• Silesian University of Technology, Faculty of Organization and Management, Department of Production Engineering

• https://orcid.org/0009-0008-2928-8155

autor

Kabiesz Patrycja

• Silesian University of Technology, Faculty of Organization and Management, Department of Production Engineering

• https://orcid.org/0000-0003-1639-5804

autor

Bartnicka Joanna

• Silesian University of Technology, Faculty of Organization and Management, Department of Production Engineering

• https://orcid.org/0000-0003-1639-5804

Bibliografia

• 1. Afridi, S.A., Afsar, B., Shahjehan, A., Rehman, Z.U., Haider, M., Ullah, M. (2020). Retracted: Perceived corporate social responsibility and innovative work behavior: The role of employee volunteerism and authenticity. Corporate Social Responsibility and Environmental Management, Vol. 27, No. 4, pp.1865-1877.
• 2. Ahmad, I., Donia, M.B., Khan, A., Waris, M. (2019). Do as I say and do as I do? The mediating role of psychological contract fulfillment in the relationship between ethical leadership and employee extra-role performance. Personnel review, Vol. 48, No. 1, pp. 98-117.
• 3. Alcover, C.M., Rico, R., Turnley, W.H., Bolino, M.C. (2017). Multi-dependence in the formation and development of the distributed psychological contract. European Journal of Work and Organizational Psychology, Vol. 26, No. 1, pp. 16-29.
• 4. Alcover, C.M., Rico, R., Turnley, W.H., Bolino, M.C. (2017). Understanding the changing nature of psychological contracts in 21st century organizations: A multiple-foci exchange relationships approach and proposed framework. Organizational Psychology Review, Vol. 7, No. 1, pp. 4-35.
• 5. Bakker, A.B. (2011). An evidence-based model of work engagement. Current directions in psychological science, Vol. 20, No. 4, pp. 265-269.
• 6. Bakker, A.B., Hakanen, J.J., Demerouti, E., Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of educational psychology, Vol. 99, No. 2, pp. 274.
• 7. Bal, P.M., Kooij, D. (2011). The relations between work centrality, psychological contracts, and job attitudes: The influence of age. European Journal of Work and Organizational Psychology, Vol. 20, No. 4, pp. 497-523.
• 8. Carmeli, A., Weisberg, J. (2006). Exploring turnover intentions among three professional groups of employees. Human Resource Development International, Vol. 9, No. 2, pp. 191-206, doi:10.1080/13678860600616305.
• 9. Chakraborty, B.R. (2020). Human Resource Practices Of IDLC Finance Ltd.
• 10. Chakraborty, T., Ganguly, M. (2019). Crafting engaged employees through positive work environment: Perspectives of employee engagement. In: Management techniques for employee engagement in contemporary organizations (pp. 180-198). IGI Global.
• 11. 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 ofApplied Social Psychology, Vol. 43, No. 10, pp. 2120-2135.
• 12. Cloutier, C., Langley, A. (2020). What makes a process theoretical contribution? Organization Theory, Vol. 1, No. 1.
• 13. Coyle-Shapiro, J.A.M., Pereira Costa, S., Doden, W., Chang, C. (2019). Psychological contracts: Past, present, and future. Annual Review of Organizational Psychology and Organizational Behavior, Vol. 6, pp.145-169.
• 14. De Jong, J., Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and innovation management, Vol. 19, No. 1, pp. 23-36.
• 15. Edmondson, A.C. (2018). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. New York: John Wiley & Sons.
• 16. Erkutlu, H., Chafra, J. (2016). Benevolent leadership and psychological well-being: The moderating effects of psychological safety and psychological contract breach. Leadership & organization development journal, Vol. 37, No. 3, pp. 369-386.
• 17. Flammer, C., Bansal, P. (2017). Does a long-term orientation create value? Evidence from a regression discontinuity. Strategic Management Journal, Vol. 38, No. 9, 1827-1847.
• 18. Forsyth, D. (2020). Making moral judgments: Psychological perspectives on morality, ethics, and decision-making. New York: Taylor & Francis, p. 210.
• 19. Galster, G.C., Santiago, A.M., Smith, R.J., Leroux, J. (2019). Benefit-cost analysis of an innovative program for self-sufficiency and homeownership. Evaluation review, Vol. 43, No. 1, pp. 3-40.
• 20. Goffee, R., Jones, G. (2015). Why should anyone be led by You? With a new preface by the Authors: What it takes to be an authentic leader. United States: Harvard Business Review Press.
• 21. Goldstine-Cole, K. (2017). An Everyone Culture: Becoming a Deliberately Developmental Organization. Harvard Educational Review, Vol. 87, No. 1, doi: 10.17763/1943-504587.1.150.
• 22. Gwyther, H., Shaw, R., Dauden, E.A.J., D’Avanzo, B., Kurpas, D., Bujnowska-Fedak, M., Holland, C. (2018). Understanding frailty: a qualitative study of European healthcare policy-makers’ approaches to frailty screening and management. BMJ open, Vol. 8, No. 1.
• 23. Hofstede, G. (1994). Management scientists are human. Management science, Vol. 40, No. 1, pp. 4-13.
• 24. Hughes, L.W., Palmer, D.K. (2007). An investigation of the effects of psychological contract and organization-based self-esteem on organizational commitment in a sample of permanent and contingent workers. Journal of Leadership & Organizational Studies, Vol. 14, No. 2, pp. 143-156.
• 25. Jha, V. (2016). Training and development program and its benefits to employee and organization: A conceptual study. International Journal of Scientific Research in Science and Technology, Vol. 2, No. 5, pp. 80-86.
• 26. Jordan, P.J., Troth, A.C. (2020). Common method bias in applied settings: The dilemma of researching in organizations. Australian Journal of Management, Vol. 45, No. 1, pp. 3-14.
• 27. Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, Vol. 33, No. 4, pp. 692-724.
• 28. Kasekende, F., Munene, J.C., Ntayi, J.M., Ahiauzu, A. (2015). The interaction effect of social exchanges on the relationship between organizational climate and psychological contract. Leadership & Organization Development Journal, Vol. 36, No. 7, pp. 833-848.
• 29. Kenny, D.A. Baron, R.M. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, Vol. 51, No. 1, pp. 1173-1182.
• 30. Li, S., Chen, Y. (2018). The relationship between psychological contract breach and employees’ counterproductive work behaviors: the mediating effect of organizational cynicism and work alienation. Frontiers in psychology, Vol. 9.
• 31. Liinamaa, J., Viljanen, M., Hurmerinta, A., Ivanova-Gongne, M., Luotola, H., Gustafsson, M. (2016). Performance-based and functional contracting in value-based solution selling. Industrial Marketing Management, Vol. 59, pp. 37-49.
• 32. Liu, Y., Liu, Z.Y., Ren, W.W., Forrest, J.Y.L. (2020). A coordination mechanism through relational contract in a two-echelon supply chain. Journal of Retailing and Consumer Services, Vol. 56.
• 33. Manxhari, S.M. (2015). The Influence of Motivation on Job Performance Case Study: Managers of Small and Medium Enterprises (SMEs), Kosovo. ILIRIA International Review, Vol. 5, No. 2, pp. 41-52.
• 34. May, D.R., Gilson, R.L., Harter, L.M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, Vol. 77, No. 1, pp. 11-37.
• 35. Millward, L.J., Hopkins, L.J. (1998). Psychological contracts, organizational and job commitment. Journal ofApplied Social Psychology, Vol. 28, No. 16, pp. 1530-1556.
• 36. Nauman, R., Qamar, A. (2018). The impact of ethical leadership on employee productivity. Journal of Management and Human Resource (JMHR), Vol. 1, pp. 66-84.
• 37. Pawar, A. (2016). Employee value proposition: a collaborative methodology for strengthening employer brand strategy. Journal of Resources Development and Management, Vol. 16, No. 1, pp. 56-62.
• 38. Piccolo, R.F., Greenbaum, R., Hartog, D.N.D., Folger, R. (2010). The relationship between ethical leadership and core job characteristics. Journal of organizational behavior, Vol. 31, No. 2, pp. 259-278.
• 39. Rich, B.L., Lepine, J.A., Crawford, E.R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management journal, Vol. 53, No. 3, pp. 617- 635.
• 40. Schaufeli, W.B., Bakker, A.B. (2003). UWES-utrecht work engagement scale: Test manual. Department of Psychology, Utrecht University.
• 41. Schaufeli, W.B., Shimazu, A., Hakanen, J., Salanova, M., De Witte, H. (2017). An ultrashort measure for work engagement. European Journal of Psychological Assessment, Vol. 35, No. 4.
• 42. Soares, M.E., Mosquera, P. (2019). Fostering work engagement: The role of the psychological contract. Journal of Business Research, Vol. 101, pp. 469-476.
• 43. Stadtler, L., Van Wassenhove, L.N. (2016). Coopetition as a paradox: Integrative approaches in a multi-company, cross-sector partnership. Organization Studies, Vol. 37, No. 5, pp. 655-685.
• 44. Stojcic, N., Hashi, I., Orlic, E. (2018). Creativity, innovation effectiveness and productive efficiency in the UK. European Journal of Innovation Management, Vol. 21, No. 4, pp. 564580.
• 45. Sumo, R., van der Valk, W., van Weele, A., Duysters, G. (2016). How incomplete contracts foster innovation in inter-organizational relationships. European Management Review, Vol. 13, No. 3, pp.179-192.
• 46. Thompson, M., Heron, P. (2006). The difference a manager can make: organizational justice and knowledge worker commitment. The International Journal of Human Resource Management, Vol. 6, No. 3, 383-404.
• 47. Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., Lo, D. (2015). Positive pathways to engaging workers: Work-family enrichment as a predictor of work engagement. Asia Pacific Journal of Human Resources, Vol. 53, No. 4, 490-510.
• 48. Vander Elst, T., De Cuyper, N., Baillien, E., Niesen, W., De Witte, H. (2016). Perceived control and psychological contract breach as explanations of the relationships between job insecurity, job strain and coping reactions: Towards a theoretical integration. Stress and Health, Vol. 32, No. 2, pp.100-116.
• 49. Volery, T., Tarabashkina, L. (2021). The impact of organisational support, employee creativity and work centrality on innovative work behaviour. Journal of Business Research, Vol. 129, pp. 295-303.
• 50. Zheng, J., Wu, G., Xie, H. (2017). Impacts of leadership on project-based organizational innovation performance: The mediator of knowledge sharing and moderator of social capital. Sustainability, Vol. 9, No. 10, pp. 1893.
• 51. Zhou, Y., Huang, M., SL Tsang, A., Zhou, N. (2013). Recovery strategy for group service failures: The interaction effects between recovery modes and recovery dimensions. European Journal of Marketing, Vol. 47, No. 8, pp. 1133-1156.