Search results for "Psychological contract"

Psychological Contract Mutuality and Work-related Outcomes: Testing a Mediation Model.

2020

Abstract Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees’ affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these r…

Contribution à la compréhension des causes des comportements socialement responsables : l'étude des contrats psychologiques au sein d'une entreprise …

2014

Stakeholders require companies to include in their management process social responsibility criteria such as health and safety and the fight against discrimination etc. Standards of CSR or sustainable development (ISO 26000, 14001, OHSAS 18001, 1000 AA ...) are many and reflect the issues and difficulties in its operationalization. NGO‟s criticisms reveal, among other things, the lack of commitment of employees who are at the very heart of the company's shares. This work is part of doctoral research determining causes of socially responsible behavior of employees. We discuss our research in terms of the Employment Relationship-Organization-and inscribe our work in the concept of psychologic…

Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation

2018

There is an ongoing debate about two contradictory moderating effects of leader–member exchange (LMX) on the relationship between psychological contract breach (PCB) and work outcomes. Whereas some studies demonstrated LMX to be a social support resource capable of buffering the negative effects of PCB, findings from other research suggest that employees show stronger negative reactions to PCB when the quality of relationships with leaders is high. The present study addresses how these contradictory results can be explained by individuals' career orientations. We surveyed a representative random sample of 954 employees from various organizations and occupations to test whether employees wit…

How high-commitment HRM relates to PC violation and outcomes: The mediating role of supervisor support and PC fulfilment at individual and organizati…

2020

Abstract Psychological contract (PC) constitutes a theoretical framework for; explaining labor relationships, and it has been considered as a; mediation step between structural variables and processes and work and; organizational outcomes. Whereas PC (un)fulfillment; showed consistent relationships with variables such as job satisfaction, organizational commitment, performance, or absenteeism, the effects of PC; violation (emotional answers that develop after perceptions of PC; breach) have been less investigated. In addition, structural antecedents; of PC constructs had included Human Resources (HR) practices. This paper aims to extend; research on PC and its role as a mediator between HR …

The Psychological Contract for Healthcare Workers

2020

Abstract Healthcare workers are more vulnerable to burnout due to the fact that they often face stressful situations that involve high levels of risk and emotional involvement, especially if they are exacerbated by patients they provide care to. The activity in the medical field is not only physically demanding, but also socio-emotional, being necessary a better understanding of the socio-emotional aspects present in the employment relationship. The health sector is facing continuous changes and reforms, periods of uncertainty when the fulfilment of the psychological contract is less probable. We propose the description of a relational model between the psychological contract with work enga…

It is hard to forget what comes around: Time‐lagged effects of employers' non‐fulfillment of psychological contract

2021

One after the other

2017

To date, the study of psychological contracts has primarily centred on the question how retrospective evaluations of the psychological contract impact employee attitudes and behaviours, and/or focus on individual coping processes in explaining responses to breached or overfulfilled obligations. In this study, we aim to assess the extent to which sequences of breached and overfulfilled obligations impact job satisfaction and citizenship behaviour intentions. By integrating psychological contract research and theories on cognitive information processing, we formulate competing hypotheses on how sequences of breached and/or overfulfilled obligations lead to patterns of job satisfaction and cit…

Autonomy and Workload in Relation to Temporary and Permanent Workers’ Job Involvement

2010

The aim of the study was to investigate contract type (temporary vs. permanent employment) as a possible moderator in the relationship between autonomy and workload on the one hand, and job involvement on the other hand in samples from two countries: Belgium and Finland. The results on possible interactions were similar in the two countries. Contract type moderated the relationship between autonomy and job involvement: The relationship was stronger in permanent than in temporary workers. No moderation was found for workload. Instead, workload associated positively with job involvement in both temporary and permanent workers. These findings are discussed with reference to the activation hyp…

Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from univers…

2016

AbstractThis study identified patterns of psychological contract (PC) and examined how these patterns were related to employee well-being and in-role performance over time (T1–T3). PC was measured at T1 based on cross-sectional data and well-being and performance longitudinally in two consecutive years (T1−T3) among university employees. Latent profile analysis revealed six different patterns of PC at T1. These were labelled (1) strong and balanced (n = 131), (2) average and balanced (n = 382), (3) employer-focused (n = 79), (4) employee-focused (n = 59), (5) balanced transactional (n = 224) and (6) employee-focused relational (n = 322). The longitudinal findings showed that the employees i…

Nonlinear associations between breached obligations and employee well-being

2015

Purpose – The purpose of this paper is to analyze the nonlinear association between proportions of breached obligations within the psychological contract (PC) and three dimensions of employee well-being, and the mediating role of contract violation in these relationships. With this study the authors gain a more detailed understanding of PC evaluations and their consequences for well-being. Design/methodology/approach – The authors build on asymmetry effects theory and affective events theory to propose that breached obligations outweigh fulfilled obligations in their association with well-being. The hypotheses are tested using a sample of 4,953 employees from six European countries and Isr…