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Perceived general obligation: A meta-analysis.

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  • 1Faculty of Business and Economics, University of Hong Kong.

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This summary is machine-generated.

This study introduces perceived general obligation, exploring how workplace support and moral traits influence it. Findings suggest this obligation impacts employee performance across cultures.

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Area of Science:

  • Organizational Psychology
  • Social Psychology
  • Business Ethics

Background:

  • Psychological contract research traditionally focuses on employer obligations, neglecting employees' perceived duties.
  • Perceived general obligation, a key aspect of employee commitment, remains under-theorized and under-researched.
  • Understanding employee-centric obligations is crucial for a comprehensive view of workplace dynamics.

Purpose of the Study:

  • To theorize and empirically investigate the predictors and outcomes of perceived general obligation.
  • To examine the role of workplace support and morally relevant traits in shaping perceived general obligation.
  • To explore the cross-cultural variations in the relationship between perceived general obligation and performance outcomes.

Main Methods:

  • A meta-analysis of 148 independent samples, comprising 45,671 participants, was conducted.
  • Structural equation modeling was employed to test the proposed relationships.
  • Incremental validity and mediation analyses were performed to establish the unique contribution of perceived general obligation.

Main Results:

  • Workplace support (organizational, supervisory, coworker) and morally relevant traits (moral identity, conscientiousness, agreeableness) significantly predict perceived general obligation.
  • Perceived general obligation positively predicts employee performance outcomes.
  • The strength of these relationships demonstrates cultural variability.

Conclusions:

  • Perceived general obligation is a valuable construct in psychological contract research, extending beyond traditional employer-focused perspectives.
  • Integrating employee-centric obligations offers a more nuanced understanding of workplace behavior and performance.
  • Future research should continue to explore the nomological network and cultural moderators of perceived general obligation.