The Moderating Roles of Perceived Supervisor Support Between Psychological Contract and Job-related Outcomes


Research on psychological contract has made significant contributions to the understanding of how employees view their relationship with their employer. However, few studies have reported how employees’ tendency on relational or transactional contract could influence job-related outcomes. This study emphasizes for whom the relationships between these contracts and job-related outcomes could be increased or decreased. Moreover, this study proposes that stigma consciousness and perceived supervisor support could moderate these relationships. The proposed hypotheses are validated through a survey in an Indonesian organization. The findings indicate that there are positive relationships between individuals who predominantly hold relational contract with their job satisfaction and job performance, but a negative relationship exists for intention to quit. However, the opposite effects for transactional contract are not revealed in this study, which might be due to the cultural values of the sample. Additional findings suggest that perceived supervisor support positively moderates the relationship between psychological contract, job satisfaction and task performance.



Keywords: relational contract, transactional contract, perceived supervisor support and job-related outcomes

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