The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment of relational psychological contracts, while the fulfillment of transactional psychological contracts may be crucial for employees’ pay and bonus satisfaction. We assessed 143 employees nested within 34 teams before and after (24 months) a pay for performance (pfp) system was introduced. Our results supported the mediation hypotheses considering job and pay satisfaction, but not considering commitment. Unexpectedly, the effect on bonus satisfaction was mediated via relational psychological contracts.

中文翻译：

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心理契约履行与员工对薪酬制度变更的反应

新薪酬制度的实施是一种平衡行为，会产生不确定性，并引起员工注意交换协议的履行。在这些变革过程中，变革型领导可能至关重要。基于心理契约理论，我们期望变革型领导通过关系心理契约的实现影响工作满意度和情感组织承诺，而交易性心理契约的实现可能对员工的薪酬和奖金满意度至关重要。在引入薪酬绩效（pfp）系统之前和之后（24个月），我们评估了143名员工嵌套在34个团队中的情况。我们的结果支持考虑工作和薪资满意度而不考虑承诺的调解假设。不料，