领导授权行为的调节作用、目标承诺的中介作用对销售人员心理契约实现与工作绩效关系的影響

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领导授权行为的调节作用、目标承诺的中介作用对销售人员心理契约实现与工作绩效关系的影響

 

Author: 严学金
Yan, Xuejin
Title: 领导授权行为的调节作用、目标承诺的中介作用对销售人员心理契约实现与工作绩效关系的影響
Ling dao shou quan xing wei de tiao jie zuo yong, mu biao cheng nuo de zhong jie zuo yong dui xiao shou ren yuan xin li qie yue shi xian yu gong zuo ji xiao guan xi de ying xiang
The impact of psychological contract fulfillment on job performance among salespersons as moderated by leadership empowerment behavior and mediated by goal commitment
Degree: D.Mgt.
Year: 2010
Subject: Hong Kong Polytechnic University -- Dissertations
Sales personnel -- Psychology
Performance
Department: Graduate School of Business
Pages: xiv, 111 p. : charts ; 30 cm.
InnoPac Record: http://library.polyu.edu.hk/record=b2396357
URI: http://theses.lib.polyu.edu.hk/handle/200/6012
Abstract: In light of trends toward globalization, restructuring, and downsizing, psychological contracts employees held against their organizations are playing an increasingly important role in contemporary employment relationships. Organizations, under pressure to make rapid and constant changes, have to alter employment relationships and the psychological contracts that underlie them. Comparing with dominative prevalence of how psychological contracts breach adversively impacts employees' work outcomes in literatures, little research has examined how psychological contract fulfillment (PCF) influences employees' performance. The purpose of this study is to validate whether the positive relationship between PCF and job performance will be moderated by leadership empowerment behavior (LEB), as well as mediated by both organizational commitment and goal commentment. Using a sample of 494 supervisor-subordinate dyads in the sales team of a large multinational company, this study found that: 1. LEB moderated the positive relationship between PCF and job performance, such that the positive relationship was weaker when empowerment was high, but stronger when empowerment was low. That is, high empowerment would offset the low level of social exchange quality, and extent of PCF would become less important on employees' performance. Further, when empowerment was lacking, the exchange with the organization filled this void and became more important. 2. Separately, goal commitment mediated the relationship between PCF and job performance, and the interactive effect of PCF and LEB on job performance. Organizational commitment mediated the relationship between fulfillment and job performance, and also mediated the interactive effects of fulfillment and LEB on job performance. 3. As expected, if putting goal commitment and organizational commitment simultaneously into the the model, only goal commitment showed mediation effect between PCF and Job performance, and the mediation of organizational commitment became nonsignificant. This means that salespersons are more inclined to focus on pursuing personal goals and henceforth their commitment to goal attainment may have been more meaningful to them than their affective commitment to the organization. Implications to theories and practices were discussed and directions for future research studies were also proposed.

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