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Competency Models at Work: The Value of Perceived Relevance and Fair Rewards for Employee Outcomes
Author(s) -
Redmond Elizabeth
Publication year - 2013
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.21560
Subject(s) - employability , psychology , organizational citizenship behavior , openness to experience , social exchange theory , norwegian , value (mathematics) , perception , coaching , social psychology , human resource management , work (physics) , relevance (law) , applied psychology , organizational commitment , knowledge management , political science , mechanical engineering , pedagogy , linguistics , philosophy , machine learning , neuroscience , computer science , law , engineering , psychotherapist
The purpose of this study was to generate empirical knowledge on how employees perceive and respond to competency models at work. A cross‐sectional survey of 278 employees in four Norwegian organizations showed that competency models perceived as strategically and personally relevant and fairly rewarded were positively related to supervisor‐rated work effort and organizational citizenship behavior (OCB) and self‐rated “employability” outcomes. Exchange relationships mediated the link between competency model perceptions and work effort and OCB. Social exchange relationships marginally mediated the link between competency model perceptions and employees' openness to job‐related changes and engagement in activities aimed at improving one's employability. © 2013 Wiley Periodicals, Inc.