THE IMPACT OF EMPLOYEE-ORGANIZATION RELATIONSHIP ON INDIVIDUALS’ BEHAVIORAL OUTCOMES OF TASK-RELATED PERFORMANCE, CONTEXTUAL PERFORMANCE AND INTENTION TO TURNOVER: AN EVALUATION WITH SOCIAL EXCHANGE THEORY

Abstract

The aim of this study is to examine the impact of employee-organization relationship (EOR) on individuals’ behavioral outcomes with the reference explanation of social exchange theory. Among the behavioral outcomes of the employees, task performance, contextual performance and turnover intention are identified. The analyses reported that EOR significantly and positively impacted both task-related performance and contextual performance, however significantly and negatively impacted intention to turnover. The implications of research and theory are discussed and future research suggestions are identified

Keywords

• Employee-Organization Relationship, Task-Related Performance, Contextual Performance, Intention to Turnover, Social Exchange Theory

Kaynakça

1. Aryee, S., Sun, L. Y. and Zhou, Q. (2009), “Employee-organization relationship, psychological ownership and contextual performance: a social exchange perspective”. In Academy of Management Proceedings (Vol. 2009, No. 1, pp. 1-6). Academy of Management.
2. Audenaert, M., Vanderstraeten, A. and Buyens, D. (2012), Mutual investment EOR: a conceptual model of how and when it is functional. In 12th Social innovation for competitiveness organisational performance and human excellence (EURAM-2012).
3. Bell, S. J. and Menguc, B. (2002), “The employee-organization relationship, OCBs, and superior service quality”, Journal of Retailing, Vol.78, No.2, pp.131-146.
4. Blau, P. M. (1964), Exchange and power in social life. New York, Wiley.
5. Bordin, C., Bartram, T. and Casimir, G. (2007), “The antecedents and consequences of psychological empowerment among Singaporean IT employees”, Management Research News, Vol.30, No.1, pp.34-46.
6. Borman, W. C. and Motowidlo, S. J. (1997), “Task performance and contextual performance: The meaning of personnel selection research”, Human Performance, Vol.10, pp.99-109.
7. Broom, G. M., Casey, S. and Ritchey, J. (1997), “Toward a concept and theory of organization-public relationships”, Journal of Public Relations Research, Vol.9, No.2, pp.83-98.
8. Cammann, C., Fichman, M., Jenkins, D. and Klesh, J. (1979), Michigan Organizational Assessment Questionnaire, University of Michigan, Ann Arbor, Michigan.

9. Coyle-Shapiro, J. A. and Shore, L. M. (2007), “The employee–organization relationship: Where do we go from here?”, Human Resource Management Review, Vol.17, No.2, pp.166-179.
10. Cutlip, S. M., Center, A. H., and Broom, G. M. (1985), Effective Public Relations. Englewood Cliffs, NJ: Prentice-Hall.
11. Duanxu, W., Tsui, A. S., Yichi, Z. and Li, M. (2003), “Employment relationships and firm performance: Evidence from an emerging economy”, Journal of Organizational Behavior, Vol.24, No.5, pp.511-535.
12. Ehrhart, M. G., Bliese, P. D. and Thomas, J. L. (2006), “Unit-level OCB and unit effectiveness: Examining the incremental effect of helping behavior”, Human Performance, Vol.19, No.2, pp.159-173.
13. Farh, J. L., Earley, P. C. and Lin, S. C. (1997), “Impetus for action: A cultural analysis of justice and OCB in Chinese society”, Administrative Science Quarterly, pp.421-444.
14. Farh, J. L., Hackett, R. D. and Liang, J. (2007), “Individual-level cultural values as moderators of organizational support–employee outcome relationships in China: Comparing the effects of power distance and traditionality”, Academy of Management Journal, Vol.50, No.3, pp.715-729.
15. Grunig, J. E. and Huang, Y. H. (2000), “From organizational effectiveness to relationship indicators: Antecedents of relationships, public relations strategies, and relationship outcomes”. In J. A. Ledingham & S. D. Bruning (Eds.), Public relations as relationship management: A relational approach to the study and practice of public relations (pp. 23-53). Mahwah, NJ: Lawrence Erlbaum Associates.
16. Higgins, E. T. (1987), “Self-discrepancy: a theory relating self and affect”, Psychological review, Vol.94, No.3, pp.319-330.
17. Hom, P. W., Tsui, A. S., Lee, T. W., Ping Ping, F., Wu, J. B., Zhang, A. Y., et al. (2009), “Explaining employment relationships with social exchange and job embeddedness”, Journal of Applied Psychology, Vol.94, No.2, pp.277-297.
18. Hon, L. C. and Grunig, J. E. (1999). Guidelines for measuring relationships in public relations. Gainesville, FL: The Institute for PR, Commission on PR Measurement and Evaluation.
19. Jiang, H. (2012), “A model of work–life conflict and quality of employee–organization relationships (EORs): Transformational leadership, procedural justice, and family-supportive workplace initiatives”, Public Relations Review, Vol.38, No.2, pp. 231-245.
20. Katz, D. (1964), “The motivational basis of organizational behavior”, Behavioral Science, Vol.9, pp.131-133. Katz, D. and Kahn, R. L. (1966), The social psychology of organizations. John Wiley&Sons,Inc.,New York. Kuvaas, B. (2008), “An exploration of how the employee–organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes”, Journal of Management Studies, Vol.45, No.1, pp.1-25.
21. LePine, J. A., Hanson, M. A., Borman, W. C. and Motowidlo, S. J. (2001), “Contextual performance and teamwork: Implications for staffing”, Research in Personnel and HR Management, Vol.19, pp.53-90.
22. Liden, R.C. and Graen, G.(1980), “Generalizability of the vertical dyad linkage model of leadership”, Academy of Management Journal, Vol.23, No.3, pp.451-465.
23. Liska, J. R. and Cronkhite, G. (1995), An ecological perspective on human communication theory. Harcourt Brace College Publishers.
24. Mba, S. E. and Ikemefuna, C. O. (2012), “Job satisfaction and employees’ turnover intentions in total Nigeria PLC in Lagos State”, Int. J. Human. Social Sciences, Vol.2, No.4, pp.1-23.
25. Mersman, J. L. and Donaldson, S. I. (2000), “Factors affecting the convergence of self-peer ratings on contextual and task performance”, Human Performance, Vol.13, No.3, pp.299-322.
26. Mobley, W. H., Griffeth, R. W., Hand, H. H. and Meglino, B. M. (1979), “Review and conceptual analysis of the employee turnover process”, Psychological Bulletin, Vol.86, No.3, pp.475-493.
27. Morrell, K., Loan‐Clarke, J. and Wilkinson, A. (2001), “Unweaving leaving: the use of models in the management of employee turnover”, Int. Journal of Management Reviews, Vol.3, No.3, pp.219-244.
28. Motowidlo, S. J. (2000), “Some basic issues related to contextual performance and organizational citizenship behavior in human resource management”, Human Resource Management Review, Vol.10, No.1, pp.115-126. Motowidlo, S. J. and Van Scotter, J. R. (1994), “Evidence that task performance should be distinguished from contextual performance”, Journal of Applied Psychology, Vol.79, No.4, pp.475-480.
29. Muchinsky, P. M. and Morrow, P. C. (1980), “A multidisciplinary model of voluntary employee turnover”, Journal of Vocational Behavior, Vol.17, No.3, pp. 263-290.
30. Mueller, C. W. and Price, J. L. (1990), “Economic, psychological, and sociological determinants of voluntary turnover”, Journal of Behavioral Economics, Vol.19, No.3, pp.321-335.
31. Organ, D. W. (1988), Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
32. Perez, M. (2012), Turnover Intent. Unpublished Master Dissertation, University of Zurich Human Resource Management Department, Sweden.
33. Podsakoff, P. M., Ahearne, M. and MacKenzie, S. B. (1997), “OCB and the quantity and quality of work group performance”, Journal of Applied Psychology, Vol. 82, No.2, pp.248-262.
34. Price, J. L. (2001), “Reflections on the determinants of voluntary turnover”, International Journal of Manpower, Vol.22, No.7, pp.600-624.
35. Roloff, M.E.(1981),Interpersonal communication:Social exchange approach.Beverly Hills,Sage Publications. Rusbelt, C. E., Dan, F., Glen, R. and Arch, M. G. (1988), “Impact of variables on exit, voice, loyalty and neglect: An integrative model of responses to declining job satisfaction”, Academy of Management Journal, Vol.31, No.3, pp.599-627.
36. Shen, H. (2009), Organization-employee Relationships Model: A Two-sided Story. Unpublished Doctorate Dissertation, University of Maryland, College Park, U.S.A.
37. Shih, H. A., Hsu, C. C. and Tsay, H. W. (2011), “EOR and job performance”. In Technology Management Conference (ITMC), 2011 IEEE International (pp. 892-899). IEEE.
38. Shore, L. M. and Coyle‐Shapiro, J. A. M. (2003), “New developments in the employee–organization relationship”, Journal of Organizational Behavior, Vol.24, No.5, pp.443-450.
39. Shore, L. M. and Tetrick, L. E. (1994), “The psychological contract as an explanatory framework in the employment relationship”, Trends in Organizational Behavior, Vol.91, No.1, pp.107-128.
40. Shore, L. M., Coyle-Shapiro, J. A. and Tetrick, L. E. (2012). The employee-organization relationship: applications for the 21st century. Routledge Academic.
41. Shore, L. M., Coyle‐Shapiro, J. A. M., Chen, X. P. and Tetrick, L. E. (2009), “Social exchange in work settings:Content,process and mixed models”,Management and Organization Review,Vol.5,No.3,pp.289-302.
42. Shore, L. M., Tetrick, L. E., Taylor, M. S., Jaqueline, A. M., Liden, R. C., Parks, J. M., ... and Van Dyne, L. (2004), “The employee-organization relationship: A timely concept in a period of transition”, Emerald Group Publishing Limited, Vol. 23, pp. 291-370.
43. Song, L. J., Tsui, A. S. and Law, K. S. (2009), “Unpacking Employee Responses to Organizational Exchange Mechanisms: The Role of Social and Economic Exchange Perceptions”, Journal of Management, Vol.35, No.1, pp.56-93.
44. Sparrowe, R. T. and Liden, R. C. (1997). “Process and structure in leader-member exchange”, Academy of management Review, Vol.22, No.2, pp.522-552.
45. Taştan, S.B. and Serinkan, C. (2013), “An empirical research on the relationship between individuals’ psychological empowerment and voluntary performance behaviors: An assessment of the combination of psychological power and intimate will”, Journal of Global Strategic Management, Vol.13, pp.100-124.
46. Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C. and Hu, W. (2009), “Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis”, Organizational Behavior and Human Decision Processes, Vol.109, pp.156-167.
47. Tsui, A. S., Pearce, J. L., Porter, L. W. and Hite, J. P. (1995), “Choice of employee-organization relationship: Influence of external and internal organizational factors”, Research in personnel and human resource management, Vol.13, No.1, pp.117-151.
48. Tsui, A. S., Pearce, J. L., Porter, L. W. and Tripoli, A. M. (1997), “Alternative approaches to the employee- organization relationship: Does investment in employees pay off?”, Academy of Management Journal, Vol.40, No.5, pp.1089-1997.
49. Van Dyne, D. and LePine, J.A. (1998), “Helping and voice extra-role behavior: Evidence of construct and predictive validity”, Academy of Management Journal, Vol.41, pp.108-119.
50. Van Dyne, L., Cummings, L. L. and McLean-Parks, J. (1995), “Extra-role behaviors: In pursuit of construct and definitional clarity (A bridge over muddied waters)”. In L. L. Cummings and B. M. Staw (Eds.), Research in Organizational Behavior (17, pp. 215-285). Greenwich, CT: JAI Press.
51. Van Schalkwky, S., Du Toit, D. H., Bothma, A. S. and Rothmann, S. (2010), “Job insecurity, leadership empowerment behaviour, employee engagement and intention to leave in petrochemical laboratory”, SA Journal of Human Resource Management, Vol.8, No.1, pp.1-7.
52. Wang, D., Tsui, A. S., Zhang, Y. and Ma, L. (2003), “Employment relationships and firm performance: Evidence from an emerging economy”, Journal of Organizational Behavior, Vol.24, No.5, pp.511-535.
53. Wikhamn, W. and Hall, A. T. (2012), “Social Exchange in a Swedish Work Environment”, International Journal of Business and Social Science, Vol.3, No.23, pp.56-64.
54. Wu, J., Chen, W. and Liu, Y. (2010), “An IP/C model of employee-organization relationship: A dual perspective”, Frontiers of Business Research in China, Vol.4, No.4, pp.630-652.
55. Yan, A., Zhu, G. and Hall, D. T. (2002), “International assignments for career building: A model of agency relationships and psychological contracts”, Academy of Management Review, Vol.27, No.3, pp.373-391.
56. Yücel, İ. and Demirel, Y. (2012), “Psikolojik Güçlendirmenin Örgütsel Vatandaşlık Davranışına Etkisi Üzerine Bir Araştırma”, Kocaeli University, Social Sciences Institute Journal, Vol.23, pp.19-48.
57. Zhang, A. Y., Tsui, A. S., Song, L. J., Li, C. and Jia, L. (2008), “How do I trust thee? The employee‐organization relationship, supervisory support, and middle manager trust in the organization”, Human Resource Management, Vol.47, No.1, pp.111-132.