Interpersonal bonds and engagement on directed and generalized performance: test of parallel and serial mediation effects in a collectivist context

Abstract

Purpose – This study aims to test the concurrent mediation effects of interpersonal bonds (supervisory and workgroup) on targeted and generalized performance outcomes using compatibility and proximity theoretical frames. Design/methodology/approach – A two-stage, time-lagged survey technique was used to elicit responses from employees of multiple organizations. A regression-based PROCESS analytic procedure with bootstrap sampling was used to test the mediation effects. Findings – After fitting the measurement structures, the findings did not support the compatibility frame but rather the proximity frame. This showed that the interpersonal bond to the workgroup serially mediates the explanatory effect of engagement on task performance. Practical implications – The outcome re-emphasizes the importance of social influences on the job, especially in the collective setting. The serial mediation effect suggests that ensuring interpersonal bonds (supervisory and workgroup) and job engagement may be complementary strategies for performance management, especially in the public sector. Originality/value – The study’s focus is on integrating multiple interpersonal bonds and job engagement on varied performance outcomes and provides a comprehensive test of the mediation process. The study is also unique in comparing parallel and serial mediation effects