Personal values and the features of psychological contracts

2019 ◽  
Vol 27 (4) ◽  
pp. 1111-1123 ◽  
Author(s):  
Maria Céu Santos ◽  
Filipe Coelho ◽  
Jorge F.S. Gomes ◽  
Carlos M.P. Sousa
Keyword(s):  
Psychological Contract ◽  
Personal Values ◽  
Time Frame ◽  
Psychological Contracts ◽  
Frontline Employees ◽  
Cross Sectional ◽  
Content Type ◽  
Contract Employees ◽  
Narrow Scope ◽  
Data Driven Approach

PurposeThis paper aims to investigate how personal values relate to the psychological contract employees establish with their employers.Design/methodology/approachThe sample consisted of 223 frontline employees from a major Portuguese company. The paper used stepwise regressions analysis to test the research hypotheses.FindingsCollectivistic-oriented values were generally related to psychological contract features such as long time frame, lower tangibility, flexibility, inequality and collective regulation. Conversely, individualistic-oriented values were generally associated with a short time frame and a more tangible, stable, equal and individually regulated type of contract with a narrow scope.Research limitations/implicationsThis study uses cross-sectional data collected from a single Portuguese company. While common method bias could potentially affect the results, various procedural remedies were used to control for it. Finally, the study relied on stepwise regression, which is a data-driven approach.Practical implicationsThe study supports the contentions that internal dispositions are related to psychological contracts.Originality/valueThis paper innovates by exploring how employees’ personal values are associated with the psychological contract from a feature-oriented approach. In addition, this study was carried out in Portugal, highlighting the importance of exploring existing models and theories in different cultural contexts.

Individual cultural orientation as a determinant of psychological contract fulfilment

2019 ◽  
Vol 42 (12) ◽  
pp. 1315-1332
Author(s):  
Bramhani Rao ◽  
Sambashiva Rao Kunja
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Cultural Orientation ◽  
Theoretical Implication ◽  
Psychological Contracts ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level

Purpose The purpose of this paper is to explore the role of individualism-collectivism (IC) in determining psychological contract fulfillment (PCF) at individual level, thus attempting to establish that cultural orientation of each individual may differentially predict the fulfillment of his/her psychological contract. Design/methodology/approach Structural equation modeling was conducted on the cross-sectional data collected from 465 IT professionals working at different multi-national software companies. Findings Model fit between the dimensions of IC and PCF was found to be good, indicating a significantly positive relationship between within-culture cultural orientation of an individual and his/her perception of PCF. The analyses revealed that collectivist beliefs, values and norms have a significant relationship with the perception of delivery, fairness and trust toward PCF. The relationship between collectivist values and fairness of the deal was found to be insignificant. Research limitations/implications A major theoretical implication of the study is its contribution to evidence that people with collectivist orientation have a relatively positive perception toward the fulfillment of a psychological contract between them and the employer. It also clarifies why employees working in the same work environment tend to develop unique psychological contracts owing to their tendency to orient toward a particular cultural state of mind in the form of beliefs, values and norms guiding their day-to-day work-life. Originality/value The study is a valuable addition to the current literature in two ways. First, it contributes to the area of personality by examining the individual cultural orientation as an individual difference predictor of PCF. This helps in understanding the role of differences in emotions, cognition and behavior among individuals in predicting the fulfillment of hidden expectations of employees. In the domain of psychological contract, it contributes to evidence that explains why employees in same job conditions and employment relationships experience breach or fulfillment owing to their difference in cultural orientation.

Psychological contract congruence, distributive justice, and commitment

2017 ◽  
Vol 32 (1) ◽  
pp. 45-60 ◽  
Author(s):  
Si Hyun Kim ◽  
Giacomo Laffranchini ◽  
Maria Fernanda Wagstaff ◽  
Wonho Jeung
Keyword(s):  
Distributive Justice ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Psychological Contracts ◽  
Occupational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice. Design/methodology/approach The authors conducted polynomial regression analyses with response surface methodology on two Korean samples. Findings Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationships. Research limitations/implications The main limitation was common method bias as a result of the cross-sectional nature of the study designs. Practical implications Employers must be vigilant not only with regard to fulfilling employees’ psychological contracts but also to doing this fairly. Originality/value The authors studied the interaction effect of distributive justice on the relationship between psychological contract congruence and commitment in Korea.

scholarly journals Psychological contract profiles among permanent and temporary agency workers

2016 ◽  
Vol 31 (1) ◽  
pp. 79-94 ◽  
Author(s):  
Maria J Chambel ◽  
Laura Lorente ◽  
Vânia Carvalho ◽  
Isabel Maria Martinez
Keyword(s):  
Work Engagement ◽  
Psychological Contract ◽  
Self Report ◽  
Temporary Workers ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Cross Sectional Design ◽  
Permanent Workers ◽  
Temporary Agency Workers

Purpose – Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement. Design/methodology/approach – A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses. Findings – Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile. Research limitations/implications – The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled. Practical implications – Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization. Originality/value – Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.

Service employees’ workplace fun and turnover intention: the influence of psychological capital and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Tetteh ◽  
Rebecca Dei Mensah ◽  
Christian Narh Opata ◽  
Claudia Nyarko Mensah
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Frontline Employees ◽  
Design Data ◽  
Cross Sectional ◽  
Content Type ◽  
Service Employees ◽  
Workplace Fun ◽  
The Relationship

Purpose As a way of addressing how best turnover intention among service employees can be reduced through workplace fun, this study aims to examine how psychological capital (PsyCap) and work engagement, respectively, moderates and mediates the relationship between workplace fun and turnover intention in a moderated mediation. Design/methodology/approach Using cross-sectional quantitative design, data were collected by means of questionnaires and convenience sampling. The hypotheses were tested with 482 service employees from the hospitality industry in Ghana using PROCESS macro. Findings The findings depict that work engagement mediates the relationship between workplace fun and turnover intention among service employees. Also, PsyCap moderates the workplace fun–engagement relationship, in addition to the workplace fun–work engagement–turnover intention relationship. Specifically, both relationships are stronger for employees with high PsyCap. Practical implications The authors would like to conclude that as frontline employees are usually subjected to stressful conditions, monotonous working environments and emotional labor, which affect the quitting intention, incorporating fun into the workplace will strategically help frontline employees to be engaged in their work and reduce their intentions to quit. Originality/value With a focus on a developing economy, this work is novel in exploring possible factors that may help increase work engagement and reduce turnover intention among service employees.

Abusive supervision and knowledge hiding: the mediating role of psychological contract violation and supervisor directed aggression

2019 ◽  
Vol 24 (2) ◽  
pp. 216-234 ◽  
Author(s):  
Sajeet Pradhan ◽  
Aman Srivastava ◽  
Dharmesh K. Mishra
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Final Sample ◽  
It Employees ◽  
Knowledge Hiding ◽  
Contract Violation

Purpose The purpose of this study is to test the relationship between abusive supervision and employee’s knowledge hiding behaviour among Indian information technology (IT) employees. The paper also strives to theoretically discuss and then seek empirical evidence to the two mediational paths (namely, psychological contract violation and supervisor directed aggression) that explain the focal relationship between abusive supervision and knowledge hiding. Design/methodology/approach To test the proposed hypotheses, the study draws cross-sectional data from Indian IT employees working in various IT firms in India. Data were collected at two time points (T1 and T2) separated by one month to counter the priming effect and neutralize any threat of common method bias. The final sample of 270 valid and complete responses was analysed using SmartPLS 3 to test the hypotheses. Findings Results showed that abusive supervision is positively related to employee’s knowledge hiding behaviours. Also, both psychological contract violation and supervisor directed aggression partially mediates the abusive supervision-knowledge hiding behaviour linkage. Originality/value First, the current study has tested the positive relationship between abusive supervision and knowledge hiding behaviours unlike most of the previous investigations that have focussed on knowledge sharing behaviour (the two are different constructs having different antecedents). Second, the study also empirically investigated the two parallel mediational routes, namely, psychological contract violation and supervisor directed aggression that explains the blame attributed by the beleaguered employee that led to covert retaliatory behaviour, such as knowledge hiding.

Abusive supervisors and employees who cyberloaf

2020 ◽  
Vol 30 (3) ◽  
pp. 789-809 ◽  
Author(s):  
Upasnaa A. Agarwal ◽  
James B. Avey
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Psychological Contract Breach ◽  
Full Time ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Impact

PurposeThe purpose of this study is to examine the effects of abusive supervision on cyberloafing behavior, to test the mediating role of PsyCap in this relationship and the extent to which these relationships are moderated by psychological contract breach.Design/methodology/approachA total of 394 full-time managers across different Indian organizations served as the sample for this study.FindingsThe results revealed that the abusive supervision and PsyCap are significantly correlated with cyberloafing, the relationship between abusive supervision and cyberloafing is partially mediated by PsyCap and the impact of abusive supervision and PsyCap on cyberloafing is moderated by psychological contract breach such that the effects of abusive supervision and PsyCap on cyberloafing are stronger when employees perceive high psychological contract breach.Research limitations/implicationsA cross-sectional design and use of self-reported questionnaires are a few limitations of this study.Originality/valueThis is one of the first studies examining cyberloafing in response to abusive supervision and one of the few attempts to examine the effects of abusive supervision on individual resources (PsyCap) in response to workplace mistreatment. This study is also the first to examine these phenomena in the Indian context.

Walking the talk

2019 ◽  
Vol 15 (4) ◽  
pp. 654-677
Author(s):  
Andrea M. Scheetz ◽  
Timothy J. Fogarty
Keyword(s):  
Internal Control ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Detection Mechanism ◽  
Content Type ◽  
Unethical Conduct ◽  
Psychological Contract Violation ◽  
Psychological Contract Violations ◽  
Reporting Intentions ◽  
Contract Violation

Purpose Based on exchange theory and the generalized norm of reciprocity, psychological contracts perceived by employees are believed to have dysfunctional consequences for organizations if breached. This paper aims to study the willingness of employees to report fraud, as such is an important aspect of internal control for organizations. Design/methodology/approach A 2 × 2 between-subjects experiment was conducted in which 99 participants with diverse accounting backgrounds were first asked questions about their preconceived beliefs (psychological contract) regarding how reports of unethical conduct would be managed, and their reaction if these beliefs were broken (psychological contract violation). Participants were given a hypothetical situation of fraud and then asked to indicate their likelihood of reporting fraud to a supervisor. Findings The main hypotheses are that employees will be less likely to report fraud when the organization fails to signal the presence of a positive ethical environment or when management reacts weakly to previous reports of unethical activity. The data and findings support these hypotheses. Additional testing also reveals that a psychological contract violation mediates the relationship between the outcome of previous reports and the intention to report fraud. Research limitations/implications As with any experimental study, this study’s results come with limitations. Reading an overly simplistic scenario that omits real world details and providing intention to report is very different from actually reporting fraud in one’s own place of employment. Therefore, reporting intentions may vary from actual reporting behavior. Further, reporting motivation (self-defense, altruism, etc.) and concern over retaliation are not measured. Practical implications Employees have expectations surrounding ethical corporate environments. Psychological contract violations occur as a result of broken expectations and are common in the workforce. In this study, a breakdown in the internal control environment because of a poor ethical culture, caused an even greater breakdown in internal controls because of employees’ decreased reporting intentions. Social implications Psychological contract violations impact employees’ intention to report fraud. These violations need to be understood so that additional measures and safeguards can be instituted when employees are not acting as a fraud defense or detection mechanism. During such times when there is a breakdown in this type of internal control (that is, when employees might be hesitant to report fraud), extra safeguards against fraud, additional procedures to detect fraud, and enhanced employee training encouraging reporting of suspected unethical conduct, become even more important. Originality/value Strong experimental methods provide a rigorous way to evaluate a problem of our day: job insecurity caused by rampant organizational turbulence. The hidden cost is expressed in terms of how less can be expected of employees as a first line of defense against fraud.

Antecedents and consequences of psychological contract breach

2016 ◽  
Vol 31 (8) ◽  
pp. 1312-1326 ◽  
Author(s):  
J.C. Peng ◽  
Jia-Jing Jien ◽  
Julian Lin
Keyword(s):  
Servant Leadership ◽  
Hierarchical Linear Modeling ◽  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Employee Behavior ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type

Purpose The purpose of this paper is to investigate store-level servant leadership and the procedural justice climate (PJC) as key antecedents for employee-perceived psychological contract breach (PCB) and explores the mediating roles of PCB in the relationships among servant leadership, the PJC and deviant employee behavior. Design/methodology/approach Survey data were collected from 301 employees at 94 stores of a restaurant chain in Taiwan. The model and hypotheses were tested using hierarchical linear modeling. Findings The results support the moderated mediation model, showing that the indirect effects of servant leadership and PJC on deviant employee behavior through PCB were stronger for employees with an external locus of causality attribution than for those with an internal locus. Research limitations/implications The study relied on cross-sectional survey design, therefore the authors cannot infer causality. Practical implications The results will help organizations and managers understand that supervisor servant leadership has suppressive effects on deviant employee behavior through the intermediary mechanism of negative psychological perception (i.e. the perception of a PCB). Originality/value The primary purpose of this study is to examine the influences of store-level servant leadership and the PJC on employee deviance and to examine the mediating role played by PCB. The findings suggest a significantly negative relationship.

Abusive supervision and intention to quit: exploring multi-mediational approaches

2019 ◽  
Vol 49 (6) ◽  
pp. 1269-1286
Author(s):  
Sajeet Pradhan ◽  
Aman Srivastava ◽  
Lalatendu Kesari Jena
Keyword(s):  
Psychological Contract ◽  
Abusive Supervision ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Psychological Contract Breach ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type ◽  
Electronic Data Collection

Purpose Based on the unfolding theory of voluntary turnover, the purpose of this paper is to investigate the linkage between abusive supervision (a shock) and subordinate’s intention to quit (withdrawal cognition). The study also explores the multi-mediation routes by testing the abusive supervision-intention to quit relationship via psychological contract breach and via burnout. Design/methodology/approach To test the proposed hypotheses, the study draws cross-sectional data from Indian employees working in various MNCs in the country. Data were collected using an electronic data collection method. The online form link was send to 600 employees, out of which 246 valid and complete responses were received (n=246). Partial least square (PLS–SEM) was used for the analysis. Findings Results showed that abusive supervision is positively related to intention to quit. Similarly, psychological contract breach and burnout partially mediates the abusive supervision-intention to quit linkage. Originality/value First, the current study has conceptualized and tested abusive supervision as a shock that triggers various adverse cognitions including withdrawal cognition (intention to quit). Second, the study also empirically investigated multi-mediational routes via psychological contract breach and burnout that explained the indirect effect between abusive supervision and intention to quit.

Impact of transactional, relational and balanced contract on affective commitment

2020 ◽  
Vol 70 (1) ◽  
pp. 131-149
Author(s):  
Nishant Singh ◽  
Harsha Tyagi ◽  
Umesh Bamel
Keyword(s):  
Organizational Behavior ◽  
Psychological Contract ◽  
Design Methodology ◽  
Affective Commitment ◽  
Meaningful Work ◽  
Psychological Contracts ◽  
Content Type ◽  
Manufacturing Organizations ◽  
The Impact ◽  
The Relationship

PurposeThis paper is aimed at examining the impact of three types of psychological contracts such as transactional, relational and balanced contract on affective commitment by keeping meaningful work (MFW) as a mediator in this relationship.Design/methodology/approachThe data of 355 employees was collected from the large heavy Indian manufacturing organizations. The mediation path was analyzed through SPSS macro computational tool, i.e. PROCESS.FindingsThe result suggests that MFW partially mediates the relationship between all three types of psychological contract and affective commitment.Originality/valueThe study adds value to research in organizational behavior and human psychology by providing new insights on employee-employer relationships, MFW, and commitment.

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