An extended model of the interaction between work-related attitudes and job performance
International Journal of Productivity and Performance Management
ISSN: 1741-0401
Article publication date: 11 January 2016
Abstract
Purpose
The purpose of this paper is to test a comprehensive work-related attitudinal model relevant for job performance by extending the perceived organizational support (POS), job satisfaction, and organizational commitment model with both perceived supervisor support (PSS) and psychological contract breach attitudes.
Design/methodology/approach
The proposed model was tested using a sample of a company’s 104 employees and through partial least squares analysis.
Findings
A total of 23 percent of the variance in job performance was explained. Interactions among attitudes were all significant. PSS and psychological contract breach accounted for 70 percent of the POS variance.
Research limitations/implications
There is a risk of common-method bias. The cross-sectional design limits making causal inferences.
Practical implications
Instead of measuring employee attitudes in an amorphous way, managers can rely on the included attitudes since these are significant for job performance. The construct’s content allows managers to elaborate specific practices to improve staffs’ attitudinal state.
Originality/value
This model incorporates five independent attitudes that any employee can experience. This is the first study that proposes and tests an interaction among all of them that is significant for job performance.
Keywords
Citation
Melián-González, S. (2016), "An extended model of the interaction between work-related attitudes and job performance", International Journal of Productivity and Performance Management, Vol. 65 No. 1, pp. 42-57. https://doi.org/10.1108/IJPPM-10-2014-0158
Publisher
:Emerald Group Publishing Limited
Copyright © 2016, Emerald Group Publishing Limited