Understanding the Moderating Effects of Work Status on the Links between Social Exchange, Psychological Contract Fulfilment, and Job Satisfaction

Titolo Rivista STUDI ORGANIZZATIVI
Autori/Curatori Concetta Metallo, Rocco Agrifoglio, Maria Ferrara
Anno di pubblicazione 2019 Fascicolo 2018/2
Lingua Inglese Numero pagine 26 P. 88-113 Dimensione file 342 KB
DOI 10.3280/SO2018-002004
Il DOI è il codice a barre della proprietà intellettuale: per saperne di più clicca qui

Qui sotto puoi vedere in anteprima la prima pagina di questo articolo.

Se questo articolo ti interessa, lo puoi acquistare (e scaricare in formato pdf) seguendo le facili indicazioni per acquistare il download credit. Acquista Download Credits per scaricare questo Articolo in formato PDF

Anteprima articolo

FrancoAngeli è membro della Publishers International Linking Association, Inc (PILA)associazione indipendente e non profit per facilitare (attraverso i servizi tecnologici implementati da CrossRef.org) l’accesso degli studiosi ai contenuti digitali nelle pubblicazioni professionali e scientifiche

This research aims to enrich understanding of the impact of contingent employees on work attitudes and behaviours. Although prior research has tried to shed light on job satisfaction of contingent and permanent employees (work status), often using psychological contract and social exchange theories as explanatory frameworks, the empirical work on job satisfaction is still mixed. Based on social exchange theory and the psychological contract framework, this manuscript investigates the determinants of job satisfaction by focusing on the moderating role of work status. Results from applying the structural equation modelling technique on 237 employees suggested that psychological contract fulfilment partially mediates the effects of perceived organisational support and the leader-member exchange on job satisfaction. Moreover, the results also showed the effect of psychological contract fulfilment on job satisfaction across the moderating role of work status. This manuscript extends the existing research on work status by suggesting that the psychological contract is of different importance in explaining job satisfaction across diverse types of employment contracts.

Questo studio ha lo scopo di analizzare come lo status di lavoratore flessibile possa influenzare le attitudini ed i comportamenti organizzativi. Nonostante le numerose ricerche condotte sul tema della soddisfazione lavorativa dei lavoratori flessibili, i risultati empirici generati sono ancora contrastanti. Attraverso la lente interpretativa della teoria dello scambio sociale e il framework del contratto psicologico, questa ricerca indaga le determinanti della soddisfazione sul lavoro focalizzandosi sul ruolo di moderatore dello status lavorativo. E’ stata condotta un’indagine di tipo quantitativo intervistando 237 lavoratori. I risultati hanno evidenziato che la relazione tra determinanti (supporto organizzativo percepito e scambio sociale con il leader) e soddisfazione lavorativa è parzialmente mediata dall’adempimento del contratto psicologico. Inoltre, i risultati hanno anche mostrato l’effetto dell’adempimento del contratto psicologico sulla soddisfazione lavorativa attraverso il ruolo moderatore dello status lavorativo. Questo studio estende la ricerca esistente sullo status lavorativo, suggerendo che il contratto psicologico ha un’importanza diversa nello spiegare la soddisfazione lavorativa per le diverse tipologie di contratti di lavoro.

Keywords:Status lavorativo; social exchange theory; contratto psicologico; soddisfazione lavorativa.

  1. Adler, P. S., Goldoftas, B., Levine, D. I. (1999), “Flexibility versus efficiency? A case study of model changeovers in the Toyota production system”, Organization science, 10, 43-68.
  2. Ang, S., Slaughter, S. A. (2001), “Work outcomes and job design for contract versus permanent information systems professionals on software development teams”, MIS Quarterly, 25, 321-350.
  3. Aroian, L.A. (1944), “The probability function of the product of two normally distributed variables”, Annals of Mathematical Statistics, 18, 265-271.
  4. Aselage, J., Eisenberger, R. (2003), “Perceived organizational support and psychological contracts: A theoretical integration”. Journal of Organizational Behavior, 24, 491-509.
  5. Bal, P. M., De Lange, A. H., Jansen, P. G. W., Van der Velde, M. E. G. (2008), “Psychological contract breach and job attitudes: A meta-analysis of age as a moderator”, Journal of Vocational Behavior, 72, 143–158.
  6. Baron, R. M., Kenny, D. A. (1986), “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”, Journal of Personality & Social Psychology, 51, 1173-1182.
  7. Basu, R., Green, S.G. (1997), “Leader-Member Exchange and Transformational Leadership: An Empirical Examination of Innovative Behaviors”, Leader-Member Dyads. Journal of Applied Social Psychology, 27, 477-499.
  8. Bellè, E., Carreri, A., Miele, F. (2015), “Lavoro temporaneo e in/sicurezza lavorativa: un approccio discorsivo”, Studi organizzativi, 1, 97-123.
  9. Birtch, T. A., Chiang, F. F., Van Esch, E. (2016), “A social exchange theory framework for understanding the job characteristics–job outcomes relationship: the mediating role of psychological contract fulfillment,” The International Journal of Human Resource Management, 27(11), 1217-1236.
  10. Blau, P. (1964), Exchange and power in social life, New York: Wiley.
  11. Chaudhry, A., Tekleab, A. G. (2013), “A Social Exchange Model of Psychological Contract Fulfillment: Where Do Promises, Expectations, LMX, and POS Fit In?”, Organization Management Journal, 10(3), 158-171.
  12. Connelly, C. E., Gallagher, D. G. (2004), “Emerging trends in contingent work research”, Journal of Management, 30, 959–983.
  13. Consiglio, S., Moschera, L. (2016), Temporary work agencies in Italy, Springer, Cham.
  14. Consiglio, S., Moschera, L., Cicellin, M., Borgogni, L., Consiglio, C., Menatta, P. (2017), “Well-being, dual commitment and job insecurity of Italian agency workers. Some Evidence from a National Study on the Temporary Work Agency Industry”, (No. 2_2017), Discussion Papers 2_2017, CRISEI, University of Naples "Parthenope", Italy.
  15. Conway, N., Briner, R. B. (2002), “Full-Time versus Part-Time Employees: Understanding the Links between Work Status, the Psychological Contract, and Attitudes”, Journal of Vocational Behaviour, 61, 279-301.
  16. Conway, N., Briner, R. B. (2002), “Full-Time Versus Part-Time Employees: Understanding the Links Between Work Status, the Psychological Contract and Attitudes”, Journal of Vocational Behavior, 61 (2), 279-301.
  17. Coyle-Shapiro, J. A. M., Conway, N. (2005), “Exchange relationships: An examination of psychological contracts and perceived organizational support”, Journal of Applied Psychology, 90, 774-781.
  18. Coyle-Shapiro, J. A. M., Kessler, I. (2002), “Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives”, European Journal of Work and Organizational Psychology, 11(1), 1-18.
  19. De Cuyper, N., De Witte, H. (2005), “Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes”, SA Journal of Industrial Psychology, 31(4), 79-86.
  20. De Cuyper, N., De Jong, J., De Witte, H., Isaksson, K., Rigotti, T., Schalk, R. (2008), “Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model”, International Journal of Management Reviews, 10(1), 25-51.
  21. Delobbe, N., Cooper‐Thomas, H. D., De Hoe, R. (2016), “A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry”, Journal of Organizational Behavior, 37(6), 845-867.
  22. Dubinsky, A. J., Skinner, S. J. (1984), “Job status and employee responses: Effects of demographic characteristics”, Psychological Reports, 55, 323-328.
  23. Dulac, T., Coyle-Shapiro, J., Henderson, A. M., Wayne, S. J. (2008), “Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations”, The Academy of Management journal, 51(6), 1079-1098.
  24. Lewis, S. (2003), “Flexible working arrangements: Implementation, outcomes, and management”, International review of industrial and organizational psychology, 18, 1-28.
  25. McDonald, D. J., Makin, P. J. (2000), “The psychological contract, organisational commitment and job satisfaction to temporary staff”, Leadership and Organisational Development Journal, 21(2), 84-91.
  26. McLean Parks, J., Kidder, D. L., Gallagher, D. G. (1998), “Fitting square pegs into round holes: Mapping the domain of contingent work arrangements onto the psychological contract”, Journal of organizational behavior, 19, 697-730.
  27. Morrison, E. W., Robinson, S. L. (1997), “When employees feel betrayed: a model of how psychological contract breach develops”, Academy of Management Review, 22, 226-256.
  28. Morrow, P. C., McElroy, J. C., Elliott, S. M. (1994), “The effect of preference for work status, schedule, and shift on work-related attitudes”, Journal of Vocational Behavior, 45, 202-222.
  29. Moschera, L., Consiglio, S., Berni, A., Cicellin, M. (2011), “Logiche istituzionali e allomorfismo in un campo organizzativo: le Agenzie per il Lavoro in Italia”, Studi organizzativi, 2.
  30. Mowday, R. T., Porter, L. W., Steers, R. M. (1982), Employee-organization linkages: The psychology of commitment, absenteeism, and turnover, New York: Academic Press.
  31. Ogbonnaya, C., Daniels, K., Nielsen, K. (2017), “Does contingent pay encourage positive employee attitudes and intensify work?”, Human Resource Management Journal, 27(1), 94-112.
  32. Pearce, J. L. (1993), “Toward an organizational behavior of contract laborers: Their psychological involvement and effects on employee co-workers”, Academy of Management Journal, 36, 1082-1096.
  33. Perlow, L. A., Kelly, E. L. (2014), “Toward a model of work redesign for better work and better life”, Work and Occupations, 41(1), 111-134.
  34. Polivka, A. E, Nardone, T. (1989), “On the definition of ‘contingent work’”, Monthly Labor Rev. 112(12), 9-16.
  35. Preacher, K. J., Hayes, A. F. (2004), “SPSS and SAS procedures for estimating indirect effects in simple mediation models”, Behavior research methods, 36(4), 717-731.
  36. 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.
  37. Rhoades, L., Eisenberger, R. (2002), “Perceived organizational support: A review of the literature”, Journal of Applied Psychology, 87, 698-714.
  38. Robinson, S. L., Morrison, E. W (2000), “The development of psychological contract breach: a longitudinal study”, Journal of Organizational Behavior, 21, 525-46.
  39. Robinson, S. L., Rousseau, D. M. (1994), “Violating the Psychological Contract: Not the Exception but the Norm”, Journal of Organizational Behavior, 15(3), 245-259.
  40. Martin, R., Guillaume, Y., Thomas, G., Lee, A., Epitropaki, O. (2016), “Leader–member exchange (LMX) and performance: A meta‐analytic review”, Personnel Psychology, 69(1), 67-121.
  41. Marler, J., Barringer, M., Milkovich, G. (2002), “Boundaryless and traditional contingent employees: worlds apart”, Journal of Organizational Behavior, 23, 425–453.
  42. Logan, N., O’Reilly, C., Roberts, K. H. (1973), 2Job satisfaction among part-time and full-time employees”, Journal of Vocatio al Behavior, 3, 33-41.
  43. Locke, E. A. (1976), The nature and causes of job satisfaction. In M. Dunnette (Eds.), Handbook of Industrial and Organizational Psychology (pp. 1297-1349). Chicago: Rand McNally.
  44. Liden, R. C., Maslyn, J. M. (1998), “Multidimensionality of leader-member exchange: An empirical assessment through scale development”, Journal of Management, 24, 43-72.
  45. Levinson, H. (1965), “Reciprocation: The relationship between man and organization”, Administrative Science Quarterly, 9, 370-390.
  46. Levanoni, E., Sales, C. A. (1990), “Differences in job attitudes between full-time and part-time Canadian employees”, Journal of Social Psychology, 130, 231-237.
  47. Lester, S. W., Kickul, J. R., Bergmann, T. J. (2007), “Managing employee perceptions of the psychological contract over time: The role of employer social accounts and contract fulfillment”, Journal of Organizational Behavior, 28, 191-208.
  48. Lawler, E. J. (2001), “An Affect Theory of Social Exchange”, American Journal of Sociology, 107(2), 321-352.
  49. Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., Adis, C. S. (2017), “Perceived organizational support: A meta-analytic evaluation of organizational support theory”, Journal of Management, 43(6), 1854-1884.
  50. Krausz, M., Brandwein, T., Fox, S. (1995), “Work attitudes and emotional responses of permanent, voluntary and involuntary temporary-help employees: an exploratory study”, Applied Psychology: An International Review, 44, 217-232.
  51. Konovsky, M. A., Pugh, S. D. (1994), “Citizenship behavior and social exchange”, Academy of Management Journal, 37, 656-669.
  52. Hall, D. T., Gordon, F. E. (1973), “Career choices of married women: Effects on conflict, role behavior, and satisfaction”, Journal of Applied Psychology, 58, 42-48.
  53. Graen, G., Cashman, J. (1975), A role making model of leadership in formal organizations: A developmental approach, In J. Htunt, L. L. Larson (Eds.), Leadership friontiers (pp. 143-165). Kent, Ohio: Kent State University Press.
  54. Graen, G. B., Uhl-Bien, M. (1995), “Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multidomain perspective”, Leadership Quarterly, 6, 219–247.
  55. Gouldner, AW (1960), “The norm of reciprocity: A preliminary statement”, American sociological review, 25(2), 161-178.
  56. Gerstner, C. R., Day, D. V. (1997), “Meta-analytic review of leader–member exchange theory: Correlates and construct issues”, Journal of Applied Psychology, 82, 827–844.
  57. Fornell, C., Larcker, D.F. (1981), “Structural equation models with unobservable variables and measurement error: Algebra and statistics”, Journal of Marketing Research, 18(3), 382-388.
  58. Ferrara M. (2008), La gestione del lavoro flessibile, Giappichelli, Torino.
  59. Fenton-O’ Creevy, M. (1995), “Moderators of Differences in Job Satisfaction Between Full-Time and Part-Time Female Employees: A Research Note”, Human Resource Management Journal, 5(5), 75-82.
  60. Feldman, D. C. (1995), Managing part-time and temporary employment relationships: Individual needs and organizational demands, In M. London (Eds.), Employees, careers, and job creation (pp. 121–141). San Francisco: Jossey-Bass.
  61. Eisenberger, R., Huntington, R., Hutchison, S., Sowa, D. (1986), “Perceived organizational support”, Journal of Applied Psychology, 71, 500-507.
  62. Eisenberger, R., Cummings, J., Armeli, S., Lynch, P. (1997), “Perceived organizational support, directionary treatment and job satisfaction”, Journal of Applied Psychology, 82, 812-820.
  63. Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., Ferris, G. R. (2012), “A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future”, Journal of management, 38(6), 1715-1759.
  64. Robinson, S. L., Kraatz, M. S., Rousseau, D. M. (1994), “Changing obligations and the psychological contract: A longitudinal study”, Academy of Management Journal, 37, 137-152.
  65. Rousseau, D. M. (1989), “Psychological and implied contracts in organizations”, Employee responsibilities and Rights Journal, 2(2), 121-139.
  66. Rousseau, D. M. (1995), Psychological contracts in organizations, Thousand Oaks, CA: Sage.
  67. Ruokolainen, M., Mauno, S., Diehl, M. R., Tolvanen, A., Mäkikangas, A., Kinnunen, U. (2016), “Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from university employees”, The International Journal of Human Resource Management, 1-24.
  68. Sherer, P. D. (1996), Toward an understanding of the variety in work arrangements: The organization and labor relationships framework, In C. L. Cooper, D. M. Rousseau (Eds.), Trends in organizational behavior, (Vol. 3; pp. 99-122). New York: Wiley.
  69. Shore, L. M., Tetrick, L. E., Taylor, M. S., Coyle-Shapiro, J. A. M., Liden, R. C., Parks, J. M., et al. (2004), The employee–organization relationship: A timely concept in a period of transition, In J. J. Martocchio (Eds.). Research in personnel and human resources management (Vol. 23, pp. 291–370). Oxford: Elsevier.
  70. Sinclair, R. R., Martin, J. E., Michel, R. P. (1999), “Full-time and part-time subgroup differences in job attitudes and demographic characteristics”, Journal of Vocational Behavior, 55, 337-357.
  71. Smith, V. (1997), “New forms of work organization”, Annual review of sociology, 23, 315-339.
  72. Sobel, M. E. (1982), Asymptotic confidence intervals for indirect effects in structural equation models, In S. Leinhart (Eds.), Sociological methodology, Jossey-Bass, San Francisco.
  73. Spector, P. E. (1985), “Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey”, American Journal of Community Psychology, 13, 693-713.
  74. Stirpe, L., Bonache, J., Revilla, A. (2014), “Differentiating the workforce: The performance effects of using contingent labor in a context of high-performance work systems”, Journal of Business Research, 67(7), 1334-1341.
  75. Tekleab, A. G., Chiaburu, D. S. (2011), “Social exchange: Empirical examination of form and focus”, Journal of Business Research, 64(5), 460-466.
  76. Tekleab, A. G., Takeuchi, R., Taylor, M. S. (2005), “Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations”, Academy of Management Journal, 48, 146–157.
  77. Tekleab, A., Taylor, S. (2003), “Aren’t there two parties in the employment relationship? Antecedents and consequences of organization–employee agreement on contract obligations and violations”, Journal of Organizational Behavior, 24, 585-608.
  78. Van Dyne, L., Ang, S. (1998), “Organizational citizenship behavior of contingent workers in Singapore”, Academy of Management Journal, 41, 692–703.
  79. Wanous, J. P. (1973), “Effects of a realistic job preview on job acceptance, job attitudes, and job survival”, Journal of Applied Psychology, 58, 327-332.
  80. Weiss, H. M., Cropanzano, R. (1996), “Affective Events Theory: a theoretical discussion of the structure, causes and consequences of affective experiences at work”. In B. M. Staw, L. L. Cummings (Eds.), Research in Organization Behavior: An Annual Series of Analytical Essays and Critical Reviews. Greenwich, CT: JAI. 373.
  81. Wilkin, C. L. (2013), “I can’t get no job satisfaction: Meta‐analysis comparing permanent and contingent workers”, Journal of Organizational Behavior, 34(1), 47-64.

Concetta Metallo, Rocco Agrifoglio, Maria Ferrara, Understanding the Moderating Effects of Work Status on the Links between Social Exchange, Psychological Contract Fulfilment, and Job Satisfaction in "STUDI ORGANIZZATIVI " 2/2018, pp 88-113, DOI: 10.3280/SO2018-002004