Hostname: page-component-7f64f4797f-p4db6 Total loading time: 0 Render date: 2025-11-03T09:48:50.360Z Has data issue: false hasContentIssue false
  • English
  • Français

Goal congruence in teams and performance: The role of (shared) psychological contract fulfilment

Published online by Cambridge University Press:  09 July 2019

Frits Schreuder Open the ORCID record for Frits Schreuder [Opens in a new window] ,
René Schalk  and
Sasa Batistič
Frits Schreuder*
Affiliation:
Human Resource Studies, Tilburg University, Tilburg, The Netherlands
René Schalk
Affiliation:
Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands
Sasa Batistič
Affiliation:
Tilburg University, Tilburg School of Social and Behavioral Sciences, Tilburg, The Netherlands
*
*Corresponding author. Email: schreuder.f@gmail.com
Get access Rights & Permissions [Opens in a new window]

Abstract

This study examines the motivating effects of goal congruence on outcomes in teams. Building on psychological contract theory and theories of person–environment fit, we proposed at the team level of analysis a mediating role of psychological contract fulfilment (PCF) and moderating effects of task interdependence and team identification. The results indicate partial mediation of shared PCF in the goal congruence – team performance relationships and a significant moderation effect of team identification with team alignment in learning goal orientations.

Keywords

psychological contractsteam performancegoal congruencegoal orientation

Information

Type
Research Article
Information
Journal of Management & Organization , Volume 29 , Issue 1 , January 2023 , pp. 86 - 102
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2019

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Article purchase

Temporarily unavailable

References

Adkins, C. L., Ravlin, E. C., & Meglino, B. M. (1996). Value congruence between co-workers and its relationship to work outcomes. Group & Organization Management, 21(4), 439–460.CrossRefGoogle Scholar
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20–39.CrossRefGoogle Scholar
Aubé, C., & Rousseau, V. (2010). Team self-managing behaviors and team effectiveness: The moderating effect of task routineness. Group & Organization Management, 35(6), 751–781.Google Scholar
Bal, P. M., de Lange, A. H., Jansen, P. G., & van der Velde, M. E. (2008). Psychological contract breach and job attitudes: A meta-analysis of age as a moderator. Journal of Vocational Behavior, 72(1), 143–158.CrossRefGoogle Scholar
Balkundi, P., & Harrison, D. A. (2006). Ties, leaders, and time in teams: Strong inference about network structure's effects on team viability and performance. Academy of Management Journal, 49(1), 49–68.CrossRefGoogle Scholar
Bartko, J. J. (1976). On various intraclass correlation reliability coefficients. Psychological Bulletin, 83(5), 762.CrossRefGoogle Scholar
Beal, D. J., Cohen, R. R., Burke, M. J., & McLendon, C. L. (2003). Cohesion and performance in groups: A meta-analytic clarification of construct relations. Journal of Applied Psychology, 88(6), 989.CrossRefGoogle ScholarPubMed
Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L. (2011). Getting specific about demographic diversity variable and team performance relationships: A meta-analysis. Journal of Management, 37(3), 709–743.CrossRefGoogle Scholar
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley.Google Scholar
Breuer, C., Hüffmeier, J., & Hertel, G. (2016). Does trust matter more in virtual teams? A meta-analysis of trust and team effectiveness considering virtuality and documentation as moderators. Journal of Applied Psychology, 101(8), 1151.CrossRefGoogle ScholarPubMed
Byrne, D. (1969). Attitudes and attraction. In Berkowitz, L. (Ed.), Advances in experimental social psychology (Vol. 4, pp. 35–89). New York and London: Academic Press.Google Scholar
Byrne, D. (1997). An overview (and underview) of research and theory within the attraction paradigm. Journal of Social and Personal Relationships, 14(3), 417–431.CrossRefGoogle Scholar
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875.CrossRefGoogle ScholarPubMed
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89(5), 822.CrossRefGoogle Scholar
Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294–311.CrossRefGoogle Scholar
Chan, D. (1998). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83(2), 234.CrossRefGoogle Scholar
Coyle-Shapiro, J. A. M. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23(8), 927–946.CrossRefGoogle Scholar
Coyle-Shapiro, J. A. M., & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. Journal of Management Studies, 37(7),903–930.CrossRefGoogle Scholar
De Dreu, C. K., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741.CrossRefGoogle ScholarPubMed
De Vos, A., & Tekleab, A. G. (2014). Leaders’ and employees’ psychological contract fulfillment in teams. Academy of Management Proceedings, 2014(1).Google Scholar
Dweck, C. S. (1986). Motivational processes affecting learning. American Psychologist, 41(10), 1040.CrossRefGoogle Scholar
Dweck, C. S., & Leggett, E. L. (1988). A social-cognitive approach to motivation and personality. Psychological Review, 95(2), 256.CrossRefGoogle Scholar
Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654.CrossRefGoogle ScholarPubMed
Elliot, A. J., & Harackiewicz, J. M. (1996). Approach and avoidance achievement goals and intrinsic motivation: A mediational analysis. Journal of Personality and Social Psychology, 70(3), 461.CrossRefGoogle Scholar
Greguras, G. J., & Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94(2), 465.CrossRefGoogle ScholarPubMed
Guest, D. E., & Peccei, R. (2001). Partnership at work: Mutuality and the balance of advantage. British Journal of Industrial Relations, 39(2), 207–236.CrossRefGoogle Scholar
Gully, S. M., Devine, D. J., & Whitney, D. J. (1995). A meta-analysis of cohesion and performance: Effects of level of analysis and task interdependence. Small Group Research, 26(4), 497–520.CrossRefGoogle Scholar
Gully, S. M., Incalcaterra, K. A., Joshi, A., & Beaubien, J. M. (2002). A meta-analysis of team-efficacy, potency, and performance: Interdependence and level of analysis as moderators of observed relationships. Journal of Applied Psychology, 87(5), 819.CrossRefGoogle ScholarPubMed
Ho, V. T. (2005). Social influence on evaluations of psychological contract fulfillment. Academy of Management Review, 30(1), 113–128.CrossRefGoogle Scholar
Ho, V. T., & Levesque, L. L. (2005). With a little help from my friends (and substitutes): Social referents and influence in psychological contract fulfillment. Organization Science, 16(3), 275–289.CrossRefGoogle Scholar
Horwitz, S. K., & Horwitz, I. B. (2007). The effects of team diversity on team outcomes: A meta-analytic review of team demography. Journal of Management, 33(6), 987–1015.CrossRefGoogle Scholar
James, L. R., Demaree, R. G., & Wolf, G. (1993). R wg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78(2), 306.CrossRefGoogle Scholar
Kalliath, T. J., Bluedorn, A. C., & Strube, M. J. (1999). A test of value congruence effects. Journal of Organizational Behavior, 20(7), 1175–1198.3.0.CO;2-5>CrossRefGoogle Scholar
Kozlowski, S. W., & Bell, B. (2013). Work groups and teams in organizations: Review update [Electronic version]. Retrieved, 24(2016), 412–469.Google Scholar
Kozlowski, S. W., & Bell, B. S. (2003). Work groups and teams in organizations. Handbook of Psychology, 12, 333–375.Google Scholar
Kristof-Brown, A. L., & Stevens, C. K. (2001). Goal congruence in project teams: Does the fit between members’ personal mastery and performance goals matter? Journal of Applied Psychology, 86(6), 1083.CrossRefGoogle ScholarPubMed
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individual's fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.CrossRefGoogle Scholar
Langfred, C. W. (2005). Autonomy and performance in teams: The multilevel moderating effect of task interdependence. Journal of Management, 31(4), 513–529.CrossRefGoogle Scholar
Laulié, L., & Tekleab, A. G. (2016). A multi-level theory of psychological contract fulfillment in teams. Group & Organization Management, 41(5), 658–698.CrossRefGoogle Scholar
LeBreton, J. M., & Senter, J. L. (2008). Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11(4), 815–852.CrossRefGoogle Scholar
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131.CrossRefGoogle ScholarPubMed
LePine, J. A. (2005). Adaptation of teams in response to unforeseen change: Effects of goal difficulty and team composition in terms of cognitive ability and goal orientation. Journal of Applied Psychology, 90(6), 1153.CrossRefGoogle ScholarPubMed
LePine, J. A., Piccolo, R. F., Jackson, C. L., Mathieu, J. E., & Saul, J. R. (2008). A meta-analysis of teamwork processes: Tests of a multidimensional model and relationships with team effectiveness criteria. Personnel Psychology, 61(2), 273–307.CrossRefGoogle Scholar
Lester, S. W., Turnley, W. H., Bloodgood, J. M., & Bolino, M. C. (2002). Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributions for psychological contract breach. Journal of Organizational Behavior, 23(1), 39–56.CrossRefGoogle Scholar
Liden, R. C., Wayne, S. J., & Bradway, L. K. (1997). Task interdependence as a moderator of the relation between group control and performance. Human Relations, 50(2), 169–181.CrossRefGoogle Scholar
Mathieu, J. E., Maynard, M. T., Rapp, T., & Gilson, L. (2008). Team effectiveness 1997–2007: A review of recent advancements and a glimpse into the future. Journal of Management, 34(3), 410–476.CrossRefGoogle Scholar
Mathieu, J. E., & Taylor, S. R. (2006). Clarifying conditions and decision points for mediational type inferences in organizational behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(8), 1031–1056.CrossRefGoogle Scholar
McGraw, K. O., & Wong, S. P. (1996). Forming inferences about some intraclass correlation coefficients. Psychological Methods, 1(1), 30.CrossRefGoogle Scholar
McNeely, B. L., & Meglino, B. M. (1994). The role of dispositional and situational antecedents in prosocial organizational behavior: An examination of the intended beneficiaries of prosocial behavior. Journal of Applied Psychology, 79(6), 836.CrossRefGoogle Scholar
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424.CrossRefGoogle Scholar
Mueller, J. S. (2012). Why individuals in larger teams perform worse. Organizational Behavior and Human Decision Processes, 117(1), 111–124.CrossRefGoogle Scholar
Nicholls, J. G. (1975). Causal attributions and other achievement-related cognitions: Effects of task outcome, attainment value, and sex. Journal of Personality and Social Psychology, 31(3), 379–389.CrossRefGoogle Scholar
Nicholls, J. G. (1984). Achievement motivation: Conceptions of ability, subjective experience, task choice, and performance. Psychological Review, 91(3), 328–346.CrossRefGoogle Scholar
O'Leary-Kelly, A. M., Martocchio, J. J., & Frink, D. D. (1994). A review of the influence of group goals on group performance. Academy of Management Journal, 37(5), 1285–1301.CrossRefGoogle Scholar
Organ, D. W. (1997). Organizational citizenship behavior: It's construct clean-up time. Human Performance, 10(2), 85–97.CrossRefGoogle Scholar
Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(6), 591–623.CrossRefGoogle Scholar
Payne, S. C., Youngcourt, S. S., & Beaubien, J. M. (2007). A meta-analytic examination of the goal orientation nomological net. Journal of Applied Psychology, 92(1), 128.CrossRefGoogle ScholarPubMed
Pieterse, A. N. (2009). Goal orientation in teams: The role of diversity. Rotterdam: Erasmus Research Institute of Management.Google Scholar
Pieterse, A. N., Van Knippenberg, D., & van Ginkel, W. P. (2011). Diversity in goal orientation, team reflexivity, and team performance. Organizational Behavior and Human Decision Processes, 114(2), 153–164.CrossRefGoogle Scholar
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879.CrossRefGoogle ScholarPubMed
Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36(4), 717–731.CrossRefGoogle ScholarPubMed
Ramsay, H., Scholarios, D., & Harley, B. (2000). Employees and high-performance work systems: Testing inside the black box. British Journal of Industrial Relations, 38(4), 501–531.CrossRefGoogle Scholar
Rawsthorne, L. J., & Elliot, A. J. (1999). Achievement goals and intrinsic motivation: A meta-analytic review. Personality and Social Psychology Review, 3(4), 326–344.CrossRefGoogle ScholarPubMed
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574–599.CrossRefGoogle Scholar
Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15(3), 245–259.CrossRefGoogle Scholar
Roth, P. L., Purvis, K. L., & Bobko, P. (2012). A meta-analysis of gender group differences for measures of job performance in field studies. Journal of Management, 38(2), 719–739.CrossRefGoogle Scholar
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2), 121–139.CrossRefGoogle Scholar
Rousseau, D. M. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage Publications.CrossRefGoogle Scholar
Rousseau, D. M. (2011). The individual–organization relationship: The psychological contract. In Zedeck, S. (Ed.), APA handbooks in psychology. APA handbook of industrial and organizational psychology (Vol. 3. Maintaining, expanding, and contracting the organization, pp. 191–220). Washington, DC: American Psychological Association.Google Scholar
Saavedra, R., Earley, P. C., & Van Dyne, L. (1993). Complex interdependence in task-performing groups. Journal of Applied Psychology, 78(1), 61.CrossRefGoogle Scholar
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.CrossRefGoogle Scholar
Schreuder, F., Schalk, R., & de Jong, J. (2017). Psychological contracts in self-directed work teams: Development of a validated scale and its effects on team commitment. Team Performance Management: An International Journal, 23(3), 136–155.CrossRefGoogle Scholar
Shore, L., & Tetrick, L. (1994). The psychological contract as an explanatory framework. Trends in Organizational Behavior, 1, 91–109.Google Scholar
Stewart, G. L., & Barrick, M. R. (2000). Team structure and performance: Assessing the mediating role of intrateam process and the moderating role of task type. Academy of Management Journal, 43(2), 135–148.CrossRefGoogle Scholar
Tanghe, J., Wisse, B., & Van Der Flier, H. (2010). The formation of group affect and team effectiveness: The moderating role of identification. British Journal of Management, 21(2), 340–358.Google Scholar
Taris, T. W., & Kompier, M. A. (2006). Games researchers play – extreme-groups analysis and mediation analysis in longitudinal occupational health research. Scandinavian Journal of Work, Environment & Health, 32(6), 463–472.CrossRefGoogle ScholarPubMed
Turnley, W. H., Bolino, M. C., Lester, S. W., & Bloodgood, J. M. (2003). The impact of psychological contract fulfillment on the performance of in-role and organizational citizenship behaviors. Journal of Management, 29(2), 187–206.CrossRefGoogle Scholar
Turnley, W. H., & Feldman, D. C. (1999). The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human Relations, 52(7), 895–922.CrossRefGoogle Scholar
Van de Walle, D. (1997). Development and validation of a work domain goal orientation instrument. Educational and Psychological Measurement, 57(6), 995–1015.CrossRefGoogle Scholar
Van Der Vegt, G. S., & Bunderson, J. S. (2005). Learning and performance in multidisciplinary teams: The importance of collective team identification. Academy of Management Journal, 48(3), 532–547.CrossRefGoogle Scholar
Van Der Vegt, G. S., Emans, B. J., & Vliert, E. (2001). Patterns of interdependence in work teams: A two-level investigation of the relations with job and team satisfaction. Personnel Psychology, 54(1), 51–69.CrossRefGoogle Scholar
Van Der Vegt, G. S., Van De Vliert, E., & Oosterhof, A. (2003). Informational dissimilarity and organizational citizenship behavior: The role of intrateam interdependence and team identification. Academy of Management Journal, 46(6), 715–727.CrossRefGoogle Scholar
Van Knippenberg, D., & Van Schie, E. C. (2000). Foci and correlates of organizational identification. Journal of Occupational and Organizational Psychology, 73(2), 137–147.CrossRefGoogle Scholar
Vancouver, J. B., Millsap, R. E., & Peters, P. A. (1994). Multilevel analysis of organizational goal congruence. Journal of Applied Psychology, 79(5), 666.CrossRefGoogle Scholar
Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence. Personnel Psychology, 44(2), 333–352.CrossRefGoogle Scholar
Wall, T. D., Michie, J., Patterson, M., Wood, S. J., Sheehan, M., Clegg, C. W., & West, M. (2004). On the validity of subjective measures of company performance. Personnel Psychology, 57(1), 95–118.CrossRefGoogle Scholar
Wang, D., Waldman, D. A., & Zhang, Z. (2014). A meta-analysis of shared leadership and team effectiveness. Journal of Applied Psychology, 99(2), 181.CrossRefGoogle ScholarPubMed
Wheelan, S. A. (2009). Group size, group development, and group productivity. Small Group Research, 40(2), 247–262.CrossRefGoogle Scholar
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601–617.CrossRefGoogle Scholar
Wong, S.-S. (2008). Judgments about knowledge importance: The roles of social referents and network structure. Human Relations, 61(11), 1565–1591.CrossRefGoogle Scholar
Zhao, H., Wayne, S. J., Glibkowski, B. C., & Bravo, J. (2007). The impact of psychological contract breach on work-related outcomes; a meta-analysis. Personnel Psychology, 60(3), 647–680.CrossRefGoogle Scholar