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Author
Rogozińska-Pawełczyk Anna (Uniwersytet Łódzki)
Title
Significance of the psychological contract for the relationship between highly effective HRM systems and employee productivity
Znaczenie kontraktu psychologicznego dla związku między wysoce efektywnymi systemami ZZL a wydajnością pracy pracowników
Source
Organization and Management, 2019, nr 3, s. 9-23, rys., tab., bibliogr. 33 poz.
Organizacja i Kierowanie
Keyword
Kontrakt psychologiczny, Wydajność pracy, Psychologia pracy, Psychologiczne aspekty zarządzania, Zarządzanie zasobami ludzkimi, Efektywność zarządzania, Produktywność pracy, Produktywność
Psychological contract, Labour efficiency, Industrial psychology, Psychological aspects of management, Human Resources Management (HRM), Management effectiveness, Labour productivity, Productivity
Note
streszcz., summ. JEL: M12, M51, G41
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)
Accessibility
The Library of Warsaw School of Economics
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Bibliography
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ISSN
0137-5466
Language
eng
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