The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness

This study examines how employees’ tendencies with regard to relational or transactional contract could influence job related outcomes. The typology then relates to the stigma consciousness that each employee has regarding their employment status, as either temporary or permanent workers. This study...

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Autores principales:	Annisa Pramudita, Badri Munir Sukoco, Wann-Yih Wu, Indrianawati Usman
Formato:	article
Lenguaje:	EN
Publicado:	Taylor & Francis Group 2021
Materias:	relational contract transactional contract stigma consciousness job related outcomes Business HF5001-6182 Management. Industrial management HD28-70
Acceso en línea:	https://doaj.org/article/664901b3449f43ac9bece23246411ec7
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spelling	oai:doaj.org-article:664901b3449f43ac9bece23246411ec72021-12-02T16:37:39ZThe effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness2331-197510.1080/23311975.2021.1947556https://doaj.org/article/664901b3449f43ac9bece23246411ec72021-01-01T00:00:00Zhttp://dx.doi.org/10.1080/23311975.2021.1947556https://doaj.org/toc/2331-1975This study examines how employees’ tendencies with regard to relational or transactional contract could influence job related outcomes. The typology then relates to the stigma consciousness that each employee has regarding their employment status, as either temporary or permanent workers. This study argues that each worker has their own expectations with regard to being stigmatized due to their status employment, and this could then strengthen/weaken the relationships between relational or transactional contract on job related outcomes. The proposed hypotheses are validated through two cross-sectional studies in two different organizations in Indonesia. The findings indicate that there are positive relationships between individuals who predominantly hold relational contract and their job satisfaction and job performance, and less intention to quit. However, the opposite effects for transactional contract are not revealed in this study, which might be due to the cultural values of the sample. Further, the positive relationships of relational contract on job satisfaction and contextual performance are weakened when the respondents have high stigma consciousness, while the relationship with intention to quit is strengthened. Additional findings indicate that individuals who predominantly hold transactional contract tend to have less job satisfaction when they are highly stigma conscious. The academic and managerial implications of this work are also discussed in this study.Annisa PramuditaBadri Munir SukocoWann-Yih WuIndrianawati UsmanTaylor & Francis Grouparticlerelational contracttransactional contractstigma consciousnessjob related outcomesBusinessHF5001-6182Management. Industrial managementHD28-70ENCogent Business & Management, Vol 8, Iss 1 (2021)
institution	DOAJ
collection	DOAJ
language	EN
topic	relational contract transactional contract stigma consciousness job related outcomes Business HF5001-6182 Management. Industrial management HD28-70
spellingShingle	relational contract transactional contract stigma consciousness job related outcomes Business HF5001-6182 Management. Industrial management HD28-70 Annisa Pramudita Badri Munir Sukoco Wann-Yih Wu Indrianawati Usman The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
description	This study examines how employees’ tendencies with regard to relational or transactional contract could influence job related outcomes. The typology then relates to the stigma consciousness that each employee has regarding their employment status, as either temporary or permanent workers. This study argues that each worker has their own expectations with regard to being stigmatized due to their status employment, and this could then strengthen/weaken the relationships between relational or transactional contract on job related outcomes. The proposed hypotheses are validated through two cross-sectional studies in two different organizations in Indonesia. The findings indicate that there are positive relationships between individuals who predominantly hold relational contract and their job satisfaction and job performance, and less intention to quit. However, the opposite effects for transactional contract are not revealed in this study, which might be due to the cultural values of the sample. Further, the positive relationships of relational contract on job satisfaction and contextual performance are weakened when the respondents have high stigma consciousness, while the relationship with intention to quit is strengthened. Additional findings indicate that individuals who predominantly hold transactional contract tend to have less job satisfaction when they are highly stigma conscious. The academic and managerial implications of this work are also discussed in this study.
format	article
author	Annisa Pramudita Badri Munir Sukoco Wann-Yih Wu Indrianawati Usman
author_facet	Annisa Pramudita Badri Munir Sukoco Wann-Yih Wu Indrianawati Usman
author_sort	Annisa Pramudita
title	The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
title_short	The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
title_full	The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
title_fullStr	The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
title_full_unstemmed	The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness
title_sort	effect of psychological contract on job related outcomes: the moderating effect of stigma consciousness
publisher	Taylor & Francis Group
publishDate	2021
url	https://doaj.org/article/664901b3449f43ac9bece23246411ec7
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The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness

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