Developmental Practices and Employee Outcomes in Nordic Context: The Mediating Role of Psychological Contract Fulfillment and Organizational Identification

In this article, we examine the relationships between developmental practices and attitudinal outcomes. Drawing on a social exchange perspective and social identity theory, we analyse the mediating effect of psychological contract fulfilment and organizational identification in the relationships between developmental practices and work engagement. Our analysis of 439 key employees with high level of talent in eleven Nordic multinational enterprises reveals that developmental practices are positively associated with work engagement. We also find that psychological contract fulfilment mediates the effect of developmental practices on work engagement. Furthermore, the results show that organizational identification mediates the effect of developmental practices on work engagement. This study contributes to the literature by demonstrating that HRM relates to attitudinal outcomes through multiple pathways.