Significance of the psychological contract for the relationship between highly effective HRM systems and employee productivity

Main Article Content

Anna Rogozińska-Pawełczyk

Abstract

Celem artykułu jest analiza wydajności pracowniczej na podstawie zmiennych niezależnych i pośredniczących. Realizacji celu służą zarówno studia literatury przedmiotu, jak i przeprowadzone badania empiryczne poświęcone relacjom pomiędzy wysoce efektywnymi systemami ZZL a wydajnością pracowników, z uwzględnieniem efektu mediacji wypełnienia założeń kontraktu psychologicznego. Na podstawie przeprowadzonych badań własnych stwierdzono, że wysoce efektywne systemy ZZL (wyrażone zawartością, procesem i klimatem) wpływają na zwiększanie wydajności pracowników zarówno w sposób bezpośredni, jak i pośredni - poprzez pośredniczącą rolę kontraktu psychologicznego (wyrażonego przez pracodawcę i pracowników w ramach spełnienia obopólnych obietnic).(abstrakt oryginalny)


The aim of the article is to analyze employee productivity based on independent and intermediary variables. Both the literature and the empirical studies devoted to relations between the main predictor - the highly effective HRM systems and employee productivity, including mediation of fulfilling the assumptions of the psychological contract, were used to achieve the goal. Based on the research, it was found that the highly effective HRM systems (expressed by content, process and climate) affect employee productivity, both directly and indirectly - through the intermediary role of a psychological contract (expressed by employer and employees as part of mutual promises fulfillment).(original abstract)

Article Details

How to Cite
Rogozińska-Pawełczyk, A. (2019). Significance of the psychological contract for the relationship between highly effective HRM systems and employee productivity. Organization and Management, (3 (186), 9-23. Retrieved from https://econjournals.sgh.waw.pl/OiK/article/view/1080
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