The Mediating Role of The Psychological Contract in the Effect of Job Demands and Job Reseources on in Role and Extra Role Performance

Abstract

Purpose – The aim of this study is to reveal whether the psychological contract has a mediating role in the effects of job demands and job resources on in-role and extra-role performance. Design/methodology/approach – The universe of the research consists of employees in businesses operating in the furniture and informatics sector in Kayseri. In order to save time and economy in order to obtain the research data, a questionnaire was applied to the employees by using the simple random sampling method and 528 participants formed the sample of the research. The data obtained in the survey study were evaluated and interpreted by performing validity, reliability, correlation analysis and mediator effect analyzes with a statistical analysis program. Findings – In the research, it was determined that there is a positive relationship between transactional and relational psychological contract and job demands and job resources. In addition, it is seen that the relationship between transactional contract and contextual performance is positive, but the relationship between relational contract and task performance is negative. According to the results of the mediation effect analysis in the research, the transactional and relational psychological contract have a mediating role in the relationship between emotional demands and contextual performance, which is one of the sub-dimensions of job demands. It has been revealed that the transactional contract has a mediating role in the relationship between workload and contextual performance, which is one of the job demands, and in the relationship between autonomous working and professional development opportunities and contextual performance from the sub-dimensions of work resources. It has been revealed that the transactional contract has a mediating role in the relationship between workload and contextual performance, which is one of the job demands, and in the relationship between autonomous working and professional development opportunities and contextual performance from the sub-dimensions of work resources. Discussion – This study reveals that there is a positive relationship between job demands and job resources, task and contextual performance, and the transactional psychological contract plays a positive mediating role in this relationship. In this context, the study emphasizes the psychological contract on organization-employee relations and employee performance, and the effects of job demands and job resources, which are discussed in very few national studies.