Covenantal leadership and the psychological contract: moral insights for the modern leader

2016 ◽  
Vol 35 (10) ◽  
pp. 1302-1312 ◽  
Author(s):  
Cam Caldwell ◽  
Zuhair Hasan
Keyword(s):  
Organizational Citizenship ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Employee Perceptions ◽  
Leadership Model ◽  
Content Type ◽  
Moral Duties ◽  
Implicit And Explicit ◽  
The Relationship ◽  
Practical Implications

Purpose Research confirms that leaders continue to struggle in earning followers’ trust, commitment, and organizational citizenship. The purpose of this paper is to explain the importance of the relationship between leader and followers as a covenant and to identify five roles of the leader that are necessary to be effective in creating the required relationship with followers to earn their trust in an increasingly competitive and complex market. Design/methodology/approach The approach of this paper is to present a summary of the nature of psychological contracts and to identify seven testable propositions about covenantal leadership and its ability to build trust and honor duties implied in psychological contracts of employees. Findings The authors explain how the five roles of the covenantal leader increase trust and examine each of these roles in identifying the importance of covenantal leadership in serving the modern leader. Research limitations/implications This research reaffirms the importance of leaders understanding the often unarticulated perceptions of their employees in imposing moral duties and obligations on leaders and organizations. Practical implications The practical value of this paper lies in its insights about the importance of leaders understanding and honoring implied as well as stated duties, and in recognizing employee perceptions about their needs and the often unaddressed obligations of leaders and organizations. Social implications The underlying assumptions of this paper are that leaders who seek to create greater commitment and higher performance can do so by seeking out, understanding, and honoring the implicit and explicit assumptions and expectations of their employees. Originality/value Covenantal leadership is a relatively new leadership model introduced by Moses Pava (2003) and the five roles of covenantal leadership have rarely been addressed as a leadership perspective in the scholarly and practitioner literature.

Modelling the subjective experience of fun at work

2019 ◽  
Vol 41 (3) ◽  
pp. 520-537 ◽  
Author(s):  
Maeve Clancy ◽  
Carol Linehan
Keyword(s):  
Psychological Contract ◽  
Subjective Experience ◽  
Psychological Contracts ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Fresh Insight ◽  
Practical Implications ◽  
Insight Into

PurposeThe purpose of this paper is to explain some divergent findings on experiences of fun at work. It explains conflicting findings by moving from a focus on classifying the activity (as, e.g. task/managed/organic) to foregrounding the dynamics of the experience, adding to the growing conceptualisation of fun at work as a multi-dimensional construct.Design/methodology/approachThis research draws on empirical data obtained through case study and interviews with 13 participants from two organisations. These interviews were subjected to intense thematic analysis.FindingsIt was found that an individual’s underlying beliefs about the organisation; the perceived drivers of the fun practice; and the level of control exerted over a fun practice significantly shape the experience. The paper draws on the concept of the psychological contract to frame the relationship between these three key interacting elements.Practical implicationsThis paper provides a greater understanding of the dynamics of fun experiences, enabling management to better recognise and contextualise the impact of fun practices.Originality/valueGiven conflicting findings on both the experience and outcomes of fun at work, this study elucidates the dynamics underpinning the experience of fun at work. It is novel to consider experiences of fun through the lens of psychological contracts, which offers fresh insight into the understanding of individual experiences of fun.

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.

scholarly journals Unpacking differences in psychological contracts of organizational and self-initiated expatriates

2017 ◽  
Vol 5 (1) ◽  
pp. 93-108 ◽  
Author(s):  
Kate Yue Zhang ◽  
Bart Rienties
Keyword(s):  
Focus Group ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Focus Group Interviews ◽  
Cultural Training ◽  
Content Type ◽  
Group Interviews ◽  
Practical Implications

Purpose Global staffing has remained a main focus within the field of international human resource management (IHRM) since the 1970s. However, research in the psychological contract (PC) of expatriates is limited. The purpose of this paper is to explore the differences in PC breach and violation for organisational expatriates and self-initiated expatriates (SIEs). Design/methodology/approach A survey questionnaire was developed covering 52 organisational expatriates and 119 SIEs from 35 countries/regions working in China. Four follow-up focus group interviews including four organisational expatriates and 12 SIEs were conducted to further explain the findings of the survey. Findings The findings indicate that organisational expatriates experience significantly lower levels of PC breach and violation than SIEs. Three broad thematic areas arose from the triangulation of focus group interviews, including uncertainties in functioning of contracts, differences in job securities and career development opportunities, and cultural differences. Practical implications Employers should give a comprehensive orientation and cultural training to meet the needs of SIEs. Moreover, long-term career advancement paths should also be provided to SIEs to alleviate their vulnerability and insecurities working abroad. Originality/value The study contributes to the scholarship of self-initiated expatriation and PCs and give implications to IHRM strategies.

scholarly journals Unravelling the foci of employee commitment

2017 ◽  
Vol 4 (1) ◽  
pp. 2-17 ◽  
Author(s):  
Kenneth Cafferkey ◽  
Brian Harney ◽  
Tony Dundon ◽  
Fiona Edgar
Keyword(s):  
Psychological Contract ◽  
Design Methodology ◽  
Employee Commitment ◽  
Line Managers ◽  
Content Type ◽  
Impact Performance ◽  
Critical Scrutiny ◽  
The Republic ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to extend understanding regarding the basis and foci of employee commitment. It does so by exploring the direction towards employee centric rather than an assumed organisation basis of commitment. Design/methodology/approach Survey data of over 300 employees from a variety of organisations in the Republic of Ireland were collected. Data focussed on worker orientations and their foci of commitment. Findings The findings confirm a more pluralistic and mixed basis to the antecedents of worker commitment, as opposed to an assumed human resource management unitarist ideology often promoted by organisational managers. At the level of individual workers, a dominant focus for commitment relates to career development and the milieu of an immediate workgroup. Practical implications There are three implications. First, mutual gains possibilities are not straightforward and there are practical pitfalls that employee interests may get squeezed should managerial and customer interests take precedence. Second, there remain competing elements between job security, flexibility and autonomy which can impact performance. Finally, line managers are key conduits shaping commitment and especially psychological contract outcomes. Originality/value This paper unpacks the relationship between ideological orientation and an individual’s foci of commitment. The research found that traditional orientations and foci of commitment are deficient and that simplified individualistic interpretations of the employment relationship are complex and require more critical scrutiny.

Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

2014 ◽  
Vol 8 (3) ◽  
pp. 397-417 ◽  
Author(s):  
Tracy Tsui-Hsu Tsai ◽  
Arthur Jing Lin
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Full Time ◽  
Content Type ◽  
Non Profit ◽  
Non Profit Organizations ◽  
The Relationship

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

Demographic variables as moderators between QWL and OCB

2019 ◽  
Vol 51 (7/8) ◽  
pp. 396-408
Author(s):  
Mohit Yadav ◽  
Santosh Rangnekar ◽  
Anugamini Priya Srivastava
Keyword(s):  
Organizational Citizenship ◽  
Demographic Variables ◽  
Quality Of Work Life ◽  
Content Type ◽  
Study Process ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact of quality of work life (QWL) on organizational citizenship behaviour (OCB) of employees. Also, the paper examines the role of demographic variables, i.e. gender, position and type of organization as moderators of relationship between QWL and OCB. Design/methodology/approach A survey with sample of 375 was used in this study. PROCESS tool by Hayes (2013) was used to analyze the relation between QWL, OCB and demographic variables. Findings QWL was found to positively influence OCB. Gender and type of organization were found to moderate the relationship, whereas position failed to moderate the relation significantly. Practical implications The study reinforced the significance of QWL practices by organizations to improve extra-role behaviours of employees. Also, importance of considering gender and the industry you are in is emphasized in using and designing the QWL programme for employees. Originality/value While many antecedents have been studied in relation to OCB, QWL is rarely discussed. The paper attempts to reemphasize QWL’s importance in doing so in light of demographic variables as moderators.

Matching expectations for successful university student volunteering

2017 ◽  
Vol 59 (2) ◽  
pp. 122-134 ◽  
Author(s):  
Megan Paull ◽  
Maryam Omari ◽  
Judith MacCallum ◽  
Susan Young ◽  
Gabrielle Walker ◽  
...  
Keyword(s):  
Psychological Contract ◽  
University Student ◽  
Content Type ◽  
Expectation Formation ◽  
Multi Stage ◽  
Data Collection Process ◽  
Student Volunteers ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to demonstrate the importance of expectation formation and matching for university student volunteers and their hosts. Design/methodology/approach This research involved a multi-stage data collection process including interviews with student volunteers, and university and host representatives from six Australian universities. The project team undertook an iterative process of coding and interpretation to identify themes and develop understanding of the phenomenon. Findings University student volunteering has the potential to fail to meet the expectations of at least one of the parties to the relationship when the expectations of the parties are not clearly articulated. Universities operating volunteer programmes have an important role in facilitating expectation formation and matching, minimising the chances of mismatched expectations. Research limitations/implications The study confirms the operation of a psychological contract for university student volunteers and organisations who host them which is consistent with other research in volunteering demonstrating the importance of matching expectations. Practical implications The paper identifies the importance of expectation formation and matching for hosts and students, and highlights the role of universities in facilitating matchmaking. Originality/value This paper contributes to the growing body of research on the role of the psychological contract in volunteering, in particular in university student volunteering and host organisations.

What is exchanged in psychological contracts? Multiple sets of obligations, targeted effort and uncertainty reduction

2015 ◽  
Vol 37 (2) ◽  
pp. 232-247 ◽  
Author(s):  
John Rodwell ◽  
Julia Ellershaw
Keyword(s):  
Organizational Citizenship ◽  
Psychological Contract ◽  
Allied Health ◽  
Health Workers ◽  
Career Commitment ◽  
Psychological Contracts ◽  
Allied Health Professionals ◽  
Contract Breach ◽  
Content Type ◽  
Survey Responses

Purpose – The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological contracts. Design/methodology/approach – Path analyses were conducted on the survey responses from Australian allied health professionals (n=112; a 46 per cent response rate). Findings – The analyses revealed that psychological contract promises decreased organizational citizenship behaviours relating to the organization (OCBO), while contract fulfilment increased commitment and reduced psychological distress. Contract breach reduced organizational commitment. Originality/value – The results indicate that obligations may be the primary currency in their psychological contract, with career commitment forming a set of obligations by which employees determine their OCBO, highlighting the nature of the resources exchanged to be targeted to their perceived source, in this case organizational promises begetting discretionary contributions to the organization. Further, fulfilment may reduce uncertainty, which in turn can reduce strain and increase OCBO.

Fulfilling employees’ psychological contracts: organizational socialization’s role

2017 ◽  
Vol 38 (1) ◽  
pp. 42-55 ◽  
Author(s):  
Jason D. DeBode ◽  
Kevin W. Mossholder ◽  
Alan G. Walker
Keyword(s):  
Psychological Contract ◽  
Psychological Contracts ◽  
Future Research ◽  
Online Data ◽  
Content Type ◽  
New Employees ◽  
Mediating Role ◽  
Psychological Contract Fulfillment ◽  
Person Organization Fit ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of psychological contract fulfillment in the relationship between socialization tactics and attachment-related outcomes (i.e. organizational commitment and person-organization fit). Design/methodology/approach Data were obtained from online data collection services which allowed for a custom sample of new employees (n=326) from a variety of organizations and industries. Findings Psychological contract fulfillment partially mediated the relationship between one socialization tactic (i.e. social) and attachment-related outcomes. Post hoc analyses offered support for a hierarchy of socialization tactics with respect to prediction of organization-relevant outcomes. Research limitations/implications Researchers and practitioners have long believed socialization plays an important role in creating successful new employees. However, researchers have yet to adequately examine the mechanisms facilitating these relationships. This study advances the socialization literature by highlighting one such mechanism – psychological contract fulfillment. Originality/value This study seeks to explore the “black box” of socialization. Specifically, whereas prior work has suggested one tactic (i.e. social) may be more important than others, this is among the few studies exploring a potential hierarchy of socialization tactics. The authors then discuss the implications of this hierarchy for future research.

Organizational citizenship behaviors in the era of changing employment patterns

2019 ◽  
Vol 24 (2) ◽  
pp. 127-145 ◽  
Author(s):  
Alessandro Lo Presti ◽  
Amelia Manuti ◽  
Jon P. Briscoe
Keyword(s):  
Organizational Citizenship ◽  
Psychological Contract ◽  
Organizational Citizenship Behaviors ◽  
Psychological Contracts ◽  
Self Report ◽  
Unique Contribution ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Career Attitudes ◽  
Boundaryless Career

Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other. Design/methodology/approach In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB. Findings OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset. Practical implications Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB. Originality/value The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.

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