The mediating role of motivational climates: Performance management systems and (un)intended employee behaviors

Abstract

This is a quantitative study investigating whether perceiving goals as invariable relates to taking charge behavior and turnover intention and whether the proposed relationship is mediated by employees' perceived motivational climate at work. Perceiving goals as invariable refers to the extent to which one considers goals, established through a performance management system, as absolute and specific standards that must be met without accounting for situational factors that are not associated with the goals. In support of our hypotheses, we found that perceived invariable goals positively relate to turnover intention and that a perceived mastery climate mediates this relationship. The relationship between perceived invariable goals and taking charge behavior is labeled indirect-only. Further, a perceived performance climate was not found to mediate any of the hypothesized relationships. Our findings' theoretical and practical implications and future research directions are discussed. Keywords: performance management, invariable goals, taking charge behavior, turnover intention, motivational climates