Pay Contingency and the Effects of Perceived Organizational and Supervisor Support on Performance and Commitment

Asya Pazy · Yoav Ganzach

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Job Satisfaction and Organizational Behavior Employee Performance and Management Employee Performance and Motivation

Abstract

Applying a social exchange perspective, three studies examine how the effects of perceived organizational support (POS) and perceived supervisor support (PSS) on performance and commitment are constrained by pay contingency. Study 1 shows a negative interaction between POS and pay contingency and a positive interaction between PSS and pay contingency in their effects on performance and nonsignificant interactions regarding commitment. In Studies 2 and 3, which were conducted in high pay contingency field settings, performance was affected by PSS but not by POS, whereas commitment was affected by POS but not by PSS. Implications of these moderation effects are discussed.

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References

2017Exchange and Power in Social Life 1965Exchange and Power in Social Life.1960The Norm of Reciprocity: A Preliminary Statement 2005Social Exchange Theory: An Interdisciplinary Review 1989EQS : structural equations program manual 2002Perceived organizational support: A review of the literature.1986Perceived organizational support.1991Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors

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