Psychological Contract Fulfillment Improves Public Employee Performance

Sunarta Sunarta; Wardana Wardana; Barida Rakhma  Nuranti

doi:10.55927/ijar.v4i1.13063

Authors

Sunarta Sunarta Business and Finance Department, Universitas Negeri Yogyakarta
Wardana Wardana Management Departement, Universitas Negeri Yogyakarta
Barida Rakhma Nuranti Business and Finance Department, Universitas Negeri Yogyakarta

DOI:

https://doi.org/10.55927/ijar.v4i1.13063

Keywords:

Achievement Motivation, Organizational Commitment, Psychological Contract Fulfillment, Employee Performance

Abstract

This study aims to examine the role of psychological contract fulfillment in mediating the influence of achievement motivation and organizational commitment on employee performance. Data were obtained using a questionnaire distributed to respondents, then analyzed using Partial Least Square (PLS) based on Structural Equation Modeling (SEM). The results showed that achievement motivation had a direct effect on employee performance, psychological contract fulfillment was proven to mediate the effect of organizational commitment on employee performance, and organizational commitment had an effect on psychological contract fulfillment. The managerial implication of this study is that leaders need to provide employees with opportunities to excel, because achievement motivation contributes to producing better performance.

Downloads

Download data is not yet available.

References

Adams, C. A., Muir, S., & Hoque, Z. (2014). Measurement of sustainability performance in the public sector. Sustainability Accounting, Management and Policy Journal, 5(1), 46–67. https://doi.org/10.1108/SAMPJ-04-2012-0018.

Adamy, M. (2016). Manajemen Sumber Daya Manusia: Teori, Praktik dan Penelitian. Universitas Malikussale.

Adolfsson, P. (2022). Motivating and Demotivating Effects of Performance-Related Pay in Swedish Public Sector Organizations. Review of Public Personnel Administration, 42(3), 444–463. https://doi.org/10.1177/0734371X21990836.

Alifuddin, M. (2012). Pengaruh Motivasi Berprestasi, Komitmen Organisasional dan Efikasi Diri Terhadap Kinerja Manajerial. Jurnal Ekonomi Bisnis, 17(3), 2012.

Aminah. (2015). Pengaruh Daya Juang, Manajemen Diri, dan Motivasi Berprestasi, Terhadap Kinerja Pegawai Kementerian Agama Provinsi Kalimantan Timur. Jurnal Psikostudia Universitas Mulawarman, 4(2), 85–104.

Angraini, R., Parawangi, A., & Mustari, N. (2021). Pengaruh komitmen organisasi terhadap kinerja pegawai di badan kepegawaian dan diklat daerah Kabupaten Enrekang. 2.

Budiani, R. W., & Santi, M. (2018). Perbedaan Komitmen Organisasi Pada PNS dan Non PNS di Dinas Pendidikan Kabupaten Gresik. Character : Jurnal Penelitian Psikologi Berbeda, 5(3), 1–5.

Budiwati, S., & Shinuranti, I. (2019). Pengaruh Motivasi Berprestasi Terhadap Produktivitas Kerja Pegawai Negeri Sipil ( PNS ). Jurnal Tata Kelola Pendidikan, 1(2), 170–175. https://ejournal.upi.edu/index.php/jtkp.

Cioca, I. A., Ramos, J., Latorre, M. F., & Estreder, Y. (2020). Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model. Span J Psychol., 23, e53. https://doi.org/10.1017/SJP.2020.52. PMID: 33222715.

Conway, N., & Coyle-shapiro, J. A. (2012). The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure. Journal of Occupational and Organizational Psychology, 85, 277–299. https://doi.org/10.1111/j.2044-8325.2011.02033.x

Davidson, R., Pacek, A., & Radcliff, B. (2021). Public Sector Employment , Quality of Government , and Well-Being : A Global Analysis. International Area Studies Review, 1 –12, 1–12. https://doi.org/10.1177/22338659211011747.

Deshpandé, R., Grinstein, A., Kim, S., & Ofek, E. (2013). Achievement motivation, strategic orientations and business performance in entrepreneurial firms. International Marketing Review, 30(3), 231–252. https://doi.org/10.1108/02651331311321981.

Hair, Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). Sage Publications Inc., Thousand Oaks, CA.

Herjanto, H., & Franklin, D. (2019). Investigating Salesperson Performance Factors: A Systematic Review of the Literature on the Characteristics of Effective Salespersons. Australian Marketing Journal, 27(2), 104–112. https://doi.org/10.1016/j.ausmj.2018.12.001.

Irawan, T. R., & Rahmat, A. (2022). Pengaruh Komitmen Organisasi dan Pengawasan Terhadap Kinerja Pegawai Negeri Sipil pada Dinas Perhubungan Kabupaten Siak. Jurnal Ilmiah Mahasiswa: Merdeka EMBA, 1(1), 12–23.

Kadek, N., Juniari, E., & Riana, I. G. (2015). Pengaruh Motivasi Terhadap Kepuasan Kerja dan Kinerja Pegawai Negeri Sipil (PNS) di Sekolah Tinggi Pariwisata Nusa Dua Bali. E-Jurnal Ekonomi Dan Bisnis Universitas Udayana, 11, 823–840.

Katou, A. A., & Budhwar, P. S. (2012). The Link Between HR Practices, Psychological Contract Fulfillment, and Organizational Performance: The Case of the Greek Service Sector. Thunderbird International Business Review, 54(6), 793–809. https://doi.org/10.1002/tie.21504.

Mangkunegara, A. P. (2013). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya.

McClelland, D. C. (1973). Testing for competence rather than for “intelligence”. The American Psychologist, 28(1), 1–14. https://doi.org/10.1037/h0034092.

Moberg, C., & Leasher, M. (2011). Examining the differences in salesperson motivation among different cultures. American Journal of Business, 26(2), 145–160. https://doi.org/10.1108/19355181111174525.

Nugroho, R. A., Hartono, S., & Sudarwati. (2016). Pengaruh Komitmen Organisasi, Motivasi Berprestasi dan Gaya Kepemimpinan Terhadap Kinerja Karyawan PT Wangsa Jatra Lestari. Jurnal Bisnis Dan Ekonomi (JBE), 23(2), 194–203.

Rousseau, D. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139. https://doi.org/10.1007/BF01384942.

Rousseau, D. (2001). The Idiosyncratic deal: Flexibility versus fairness? Organizational Dynamics, 29, 260–273.

Rousseau, D. (2004). Psychological Contracts in the Workplace: Understanding the Ties That Motivate. Academy of Management Perspectives, 18(1), 120–127. https://doi.org/10.5465/ame.2004.12689213.

Rousseau, D. (2008). Psycholoigcal Contract Inventory. Psychological Contract Inventory, 4. https://www.cmu.edu/tepper/faculty-and-research/assets/docs/psychological-contract-inventory-2008.pdf.

ST-Hilaire, W. A., & de la Robertie, C. (2018). Correlates of affective commitment in organizational performance: Multi-level perspectives. Australian Journal of Career Development, 27(1), 3–8. https://doi.org/10.1177/1038416217744215.

Sudarmanto. (2009). Kinerja dan Pengembangan Kompetensi SDM. Pustaka Pelajar.

Sungu, L. J., Weng, Q., & Xu, X. (2019). Organizational commitment and job performance: Examining the moderating roles of occupational commitment and transformational leadership. International Journal of Selection and Assessment. https://doi.org/10.1111/ijsa.12256.

Syafri, W., & Alwi. (2014). Manajemen Sumber Daya Manusia Dalam Organisasi Publik. Institut Pemerintahan Dalam Negri (IPDN) Press.

Szulc, J. M. (2022). AMO model for neuro-inclusive remote workplace. Personnel Review, 51(8), 1867–1882. https://doi.org/10.1108/PR-02-2022-0085.

Thomson, I., Grubnic, S., & Georgakopolous, G. (2018). Review: Time machines, ethics and sustainable development: accounting for inter-generational equity in public sector organizations. Public Money and Management, 38(5), 379–388. https://doi.org/10.1080/09540962.2018.1477677.

Tsai, T. T. H., & Lin, A. J. (2014). Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations? Chinese Management Studies, 8 (3), 397–417. https://doi.org/10.1108/CMS-05-2013-0090.

Yu, K., Lin, W., Wang, L., Ma, J., Wei, W., Wang, H., & Shi, J. (2014). The role of affective commitment and future work self salience in the abusive supervision-job performance relationship. Journal of Occupational and Organizational Psychology, 89(1), 28–45. https://doi.org/10.1111/joop.12101.