CAJ | 학술논문

本研究基于181对上下级匹配数据探讨了交易型与关系型心理契约对员工任务绩效和关系绩效的影响，并检验了绩效薪酬和上级支持感的调节效应。研究结果表明，交易型心理契约对关系绩效呈负向影响，而关系型心理契约对任务绩效和关系绩效均有显著的正向影响。绩效薪酬调节交易型心理契约与任务绩效之间的关系，绩效薪酬强度越高，交易型心理契约对任务绩效的正面效应越强。上级支持感调节关系型心理契约与关系绩效的关系，员工上级支持感越高，关系型心理契约对关系绩效的正向效应越强。
본연구기우181대상하급필배수거탐토료교역형여관계형심리계약대원공임무적효화관계적효적영향，병검험료적효신수화상급지지감적조절효응。연구결과표명，교역형심리계약대관계적효정부향영향，이관계형심리계약대임무적효화관계적효균유현저적정향영향。적효신수조절교역형심리계약여임무적효지간적관계，적효신수강도월고，교역형심리계약대임무적효적정면효응월강。상급지지감조절관계형심리계약여관계적효적관계，원공상급지지감월고，관계형심리계약대관계적효적정향효응월강。
Drawing on 181 dyads of employees and their immediate supervisors, we examine the effect of transactional and relational psychological contract on employees’ task and contextual performance, and whether these relations are moderated by pay for performance（ PFP） and perceived supervisor support（ PSS） . The results indicate that transactional psychological contract shows a negative effect on contextual performance, and relational psychological contract positively influences both task performance and contextual performance. PFP moderates the relationship between transactional psychological contract and task performance. When PFP is high, transactional psychological contract is more positively related to task performance. PSS moderates the relationship between relational psychological contract and contextual performance. When PSS is high, the positive relationship between relational psychological contract and contextual performance is stronger.