Attitudes and Work Environment Factors Influencing the Information Technology Professionals’ Work Behaviors

Attitudes and Work Environment Factors Influencing the Information Technology Professionals’ Work Behaviors

Sandra K. Newton (Sonoma State University, Rohnert Park, CA, USA) and Linda I. Nowak (California State University Stanislaus, Turlock, CA, USA)
DOI: 10.4018/ijhcitp.2013100104
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This study aims to explore individual factors that moderate the relationship between fulfillment of the psychological contract and work behaviors. Two such work behaviors, innovative work (IWB) and organizational citizenship (OCB), impact organizational performance. A sample of 258 information technology (IT) professionals across the U.S. responded to the web-based survey. Research hypotheses were evaluated using multiple regressions. Findings indicated that moderators (self-efficacy, affective commitment, trust, and job satisfaction) significantly affected the relationship between the IT professional’s fulfillment of their psychological contract and their innovative work and organizational citizenship behaviors. Managerial implications for more informed decisions concerning policy and work environment issues are provided and avenues for further research are suggested.
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Literature Review

Employees respond to the social cues that they receive from their employer’s behaviors, as well as their own behaviors. Applying Salancik and Pfeffer’s (1978) social information processing theory, employees then modify their beliefs of perceived obligations owed to and from their employer. Herriot and Pemberton (1997) parallel this view and propose that psychological contract development is a social process and beliefs of the contract originate from each party through direct or indirect communication. Therefore, when an individual receives social information, it may engender consequences about perceptions of their job, their organization, and, more importantly, their individual attitudes and behaviors (Morrison, 1994).

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