Skip to main content
SpringerLink
Log in

The interactional effect between employees’ perceived materialistic rewards and marital status on attitudinal and behavioral outcomes: An empirical investigation

  • Published:
Current Psychology Aims and scope Submit manuscript

Abstract

This study investigates whether the degree of materialistic rewards perceived by employees leads to creative behavior for organizational change, and identifies possible mechanisms, focusing on normative change commitment. We tested the hypothesis that the relationship between material compensation provided by an organization and employees’ normative change commitment varies depending on marital status. We conducted surveys at two different times and collected multi-sourced data in an organization that was undergoing large-scale organizational change. Specifically, 237 employees completed a self-report questionnaire that measured the level of their perceived materialistic rewards; this was followed by a second-round questionnaire to measure the employees’ normative change commitment. In the second round, we asked the team leaders of the respondents to evaluate their employees’ creative behavior toward change. As a result, we verified that employees’ normative change commitment has a mediating effect on the relationship between their perceived materialistic rewards and their creative behavior toward change. We also found that the marital status of employees is an important moderating variable in the relationship between the employees’ perceived materialistic rewards and their normative change commitment.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1
Fig. 2

Similar content being viewed by others

References

  • Ahituv, A., & Lerman, R. I. (2007). How do marital status, work effort, and wage rates interact? Demography, 44(3), 623–647.

    Article  PubMed  Google Scholar 

  • Beer, M., Eisenstat, R. A., & Spector, B. (1990). Why change programs don’t produce change. Harvard Business Review, 68(6), 158–166.

    PubMed  Google Scholar 

  • Bergstrom, T., & Schoeni, R. F. (1996). Income prospects and age-at-marriage. Journal of Population Economics, 9(2), 115–130.

    Article  PubMed  Google Scholar 

  • Bielby, D. D., & Bielby, W. T. (1988). She works hard for the money: Household responsibilities and the allocation of work effort. American Journal of Sociology, 93(5), 1031–1059.

    Article  Google Scholar 

  • Billings, R. S., & Wroten, S. P. (1978). Use of path analysis in industrial/organizational psychology: Criticisms and suggestions. Journal of Applied Psychology, 63(6), 677–688.

    Article  Google Scholar 

  • Blau, P. M. (1964). Exchange and power in social life. NY: Wiley.

    Google Scholar 

  • Brines, J. (1994). Economic dependency, gender, and the division of labor at home. American Journal of Sociology, 100(1), 652–688.

    Article  Google Scholar 

  • Byron, K., & Khazanchi, S. (2012). Rewards and creative performance: A meta-analytic test of theoretically derived hypotheses. Psychological Bulletin, 138(4), 809–830.

    Article  PubMed  Google Scholar 

  • Caldwell, S. D., & Liu, Y. (2011). Further investigating the influence of personality in employee response to organisational change: The moderating role of change-related factors. Human Resource Management Journal, 21(1), 74–89.

    Article  Google Scholar 

  • Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516.

    Article  Google Scholar 

  • Cunningham, G. B. (2006). The relationships among commitment to change, coping with change, and turnover intentions. European Journal of Work and Organizational Psychology, 15(1), 29–45.

    Article  Google Scholar 

  • Daniel, K. (1992). Does marriage make workers more productive? Chicago: Unpublished doctoral dissertation.

  • Ederer, F., & Manso, G. (2013). Is pay for performance detrimental to innovation? Management Science, 59(7), 1496–1513.

    Article  Google Scholar 

  • Efron, B., & Tibshirani, R. J. (1993). An introduction to the bootstrap. New York: Chapman & Hall.

    Book  Google Scholar 

  • Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53(4), 743–750.

    Article  Google Scholar 

  • Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51–59.

    Article  Google Scholar 

  • Eisenberger, R., Lynch, P., Aselage, J., & Rohdieck, S. (2004). Who takes the most revenge? Individual differences in negative reciprocity norm endorsement. Personality and Social Psychology Bulletin, 30(6), 787–799.

    Article  PubMed  Google Scholar 

  • Fay, D., & Luhrmann, H. (2004). Current themes in organizational change. European Journal of Work and Organizational Psychology, 13(2), 113–119.

    Article  Google Scholar 

  • Fugate, M., & Kinicki, A. J. (2008). A dispositional approach to employability: Development of a measure and test of implications for employee reactions to organizational change. Journal of Occupational and Organizational Psychology, 81(1), 503–527.

    Article  Google Scholar 

  • Fugate, M., Kinicki, A. J., & Scheck, C. L. (2002). Coping with an organizational merger over four stages. Personnel Psychology, 55(1), 905–928.

    Article  Google Scholar 

  • Gorman, E. H. (2000). Marriage and money: The effect of marital status on attitudes toward pay and finances. Work and Occupations, 27(1), 64–88.

    Article  Google Scholar 

  • Han, J., Shipilov, A., & Greve, H. (2016). Unequal bedfellows: Gender role-based deference in multiplex ties between Korean business groups. Academy of Management Journal, 60(4), 1531–1553.

    Article  Google Scholar 

  • Heifetz, R. A., & Laurie, D. L. (2001). The work of leadership. Harvard Business Review, 79(11), 131–140.

    Google Scholar 

  • Herold, D. M., Fedor, D. B., & Caldwell, S. D. (2007). Beyond change management: A multilevel investigation of contextual and personal influences on employees' commitment to change. Journal of Applied Psychology, 92(4), 942–951.

    Article  Google Scholar 

  • Herold, D. M., Fedor, D. B., Caldwell, S., & Liu, Y. (2008). The effects of transformational and change leadership on employees' commitment to a change: A multilevel study. Journal of Applied Psychology, 93(2), 346–357.

    Article  Google Scholar 

  • Herscovitch, L., & Meyer, J. P. (2002). Commitment to organizational change: Extension of a three-component model. Journal of Applied Psychology, 87(3), 474–487.

    Article  Google Scholar 

  • Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277–297.

    Article  Google Scholar 

  • Idemobi, E., Ngige, C. D., & Ofili, P. N. (2017). Relationship between organization reward system and workers attitude to work. Journal of Business and Economic Development, 2(4), 247.

    Google Scholar 

  • Jia, L., Shaw, J. D., Tsui, A. S., & Park, T. Y. (2014). A social–structural perspective on employee-organization relationships and team creativity. Academy of Management Journal, 57(3), 869–891.

    Article  Google Scholar 

  • Kanfer, R. (1990). Motivation theory and industrial and organizational psychology. Handbook of Industrial and Organizational Psychology, 1(2), 75–130.

    Google Scholar 

  • Kim, Y. K. (2011). The exploratory study of examining the antecedents of employee's organizational change commitment: Focusing on affective and normative commitment. Journal of the Korea Industrial Information Systems Research, 16(4), 163–174.

    Article  Google Scholar 

  • Kim, W. C., & Mauborgne, R. (2003). Fair process: Managing in the knowledge economy. Harvard Business Review, 81(1), 127–136.

    Google Scholar 

  • Kool, M., & van Dierendonck, D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), 422–433.

    Article  Google Scholar 

  • Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston: Harvard Business Press.

    Google Scholar 

  • Michaelis, B., Stegmaier, R., & Sonntag, K. (2009). Affective commitment to change and innovation implementation behavior: The role of charismatic leadership and employees’ trust in top management. Journal of Change Management, 9(4), 399–417.

    Article  Google Scholar 

  • Neubert, M. J., & Cady, S. H. (2001). Program commitment: A multi-study longitudinal field investigation of its impact and antecedents. Personnel Psychology, 54(2), 421–448.

    Article  Google Scholar 

  • Parker, S. L., Jimmieson, N. L., & Techakesari, P. (2017). Using stress and resource theories to examine the incentive effects of a performance-based extrinsic reward. Human Performance, 30(4), 169–192.

    Article  Google Scholar 

  • Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879–891.

    Article  PubMed  Google Scholar 

  • Raja, U., & Johns, G. (2010). The joint effects of personality and job scope on in-role performance, citizenship behaviors, and creativity. Human Relations, 63(7), 981–1005.

    Article  Google Scholar 

  • Reed, R., & Harford, K. (1989). The marriage premium and compensating wage differentials. Journal of Population Economics, 2(1), 237–265.

    PubMed  Google Scholar 

  • Robertson, P. J., Roberts, D. R., & Porras, J. I. (1993). Dynamics of planned organizational change: Assessing empirical support for a theoretical model. Academy of Management Journal, 36(3), 619–634.

    Google Scholar 

  • Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54–67.

    Article  PubMed  Google Scholar 

  • Ryan, R. M., Mims, V., & Koestner, R. (1983). Relation of reward contingency and interpersonal context to intrinsic motivation: A review and test using cognitive evaluation theory. Journal of Personality and Social Psychology, 45(4), 736–750.

    Article  Google Scholar 

  • Seo, M. G., Taylor, M. S., Hill, N., Zhang, X., Tesluk, P. E., & Lorinkova, N. M. (2012). The role of affect and leadership during organizational change. Personnel Psychology, 65(1), 121–165.

    Article  Google Scholar 

  • Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change. Academy of Management Journal, 55(3), 727–748.

    Article  Google Scholar 

  • Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7(4), 422–445.

    Article  PubMed  Google Scholar 

  • South, S., & Spitze, G. (1994). Housework in marital and nonmarital households. American Journal of Sociology, 59(1), 327–347.

    Article  Google Scholar 

  • Stevens, G. W. (2013). Toward a process-based approach of conceptualizing change readiness. Journal of Applied Behavior Science, 49(1), 333–360.

    Article  Google Scholar 

  • Teachman, J. D., Call, V. R., & Carver, K. P. (1994). Marital status and the duration of joblessness among white men. Journal of Marriage and the Family, 56(1), 415–428.

    Article  Google Scholar 

  • Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal, 40(5), 1089–1121.

    Article  Google Scholar 

  • Van der Voet, J., Kuipers, B. S., & Groeneveld, S. (2016). Implementing change in public organizations: The relationship between leadership and affective commitment to change in a public sector context. Public Management Review, 18(6), 842–865.

    Article  Google Scholar 

  • Van Knippenberg, B., Martin, L., & Tyler, T. (2006). Process-orientation versus outcome-orientation during organizational change: The role of organizational identification. Journal of Organizational Behavior, 27(6), 685–704.

    Article  Google Scholar 

  • Wee, E. X., & Taylor, M. S. (2018). Attention to change: A multilevel theory on the process of emergent continuous organizational change. Journal of Applied Psychology, 103(1), 1–13.

    Article  Google Scholar 

  • Zhou, J., & George, J. M. (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(1), 682–696.

    Google Scholar 

Download references

Funding

This work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea (NRF-2016S1A5A2A02926799).

Author information

Authors and Affiliations

  1. Organization and Human Resources, SKK Business School, Sungkyunkwan University, (03063) 25-2, Sungkyunkwan-ro, Jongno-ku, Seoul, South Korea

    Jiseon Shin & Junghyun Park

Authors
  1. Jiseon Shin
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Junghyun Park
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Junghyun Park.

Ethics declarations

Ethical Approval

All procedures performed in studies involving human participants were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards.

Informed Consent

Informed consent was obtained from all individual participants included in the study.

Conflict of Interest

The authors declare that they have no conflict of interest.

Additional information

Publisher’s note

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Shin, J., Park, J. The interactional effect between employees’ perceived materialistic rewards and marital status on attitudinal and behavioral outcomes: An empirical investigation. Curr Psychol 40, 3467–3476 (2021). https://doi.org/10.1007/s12144-019-00279-w

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s12144-019-00279-w

Keywords

Search

Navigation