Extending the understanding of bridge employment: a critical analysis

2018 ◽  
Vol 47 (7) ◽  
pp. 1345-1361 ◽  
Author(s):  
Bishakha Mazumdar ◽  
Amy M. Warren ◽  
Kathryne E. Dupré
Keyword(s):  
Psychological Contract ◽  
Contract Theory ◽  
Self Determination Theory ◽  
The Self ◽  
Self Determination ◽  
Bridge Employment ◽  
Content Type ◽  
Theoretical Perspectives ◽  
Psychological Contract Theory ◽  
Employment Experience

Purpose Few studies aim to uniquely conceptualize the experiences of bridge employees after they enter the workforce. Supported by the psychological contract theory and the self-determination theory, the purpose of this paper is to contribute to the understanding of the bridge employment experience by examining how the expectations of bridge employees shape their experiences. Design/methodology/approach This paper first reviews the extant literature on bridge employment. It then discusses the psychological contract theory and the self-determination theory, and examines the expectations of bridge employees through the theoretical perspectives of these two theories, to examine experiences in bridge employment. Findings Discord in the bridge employment relationship may be attributed to a lack of understanding of the implicit expectations of bridge employees. More specifically, unmet expectations may be detrimental to the bridge employment experience, and ultimately jeopardize both employer and employee outcomes. Research limitations/implications This paper examines expectations and experiences of bridge employees from a theoretical perspective. Theoretical tenets are utilized to analyze how and why implicit expectations may influence bridge employees in ways that result in detrimental outcomes for both employers and employees. Practical implications This paper sheds light on why bridge employment arrangements may result in adverse outcomes. Specifically, when there is a lack of understanding between bridge employees’ expectations and experiences, both individual and organizational outcomes may be impaired. An improved understanding of the bridge employment experience will likely result in an enhanced working relationship between bridge employees and employers, and minimize misunderstandings about this cohort of the workforce. Originality/value Using the guidelines of the psychological contract theory and the self-determination theory, we develop a model to examine how expectation of bridge employees may affect the experiences and ultimately, the outcomes of bridge employment. The authors also identify factors uniquely applicable to bridge employees. This is the first paper that examines the experiences of bridge employees through such theoretical perspectives.

An examination of the relationship between careerism and organizational commitment, satisfaction, and performance

2019 ◽  
Vol 49 (8) ◽  
pp. 1553-1571 ◽  
Author(s):  
Ajay K. Jain ◽  
Sherry Sullivan
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Psychological Contract ◽  
Contract Theory ◽  
Psychological Contracts ◽  
Middle Level ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Organizational Attitudes ◽  
Psychological Contract Theory

Purpose Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India. Design/methodology/approach In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed. Findings As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment. Research limitations/implications The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men. Practical implications Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment. Originality/value Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.

Applying self-determination theory to explaining differences in career commitment between self-employed and salaried employees

2020 ◽  
Vol 12 (5) ◽  
pp. 593-619
Author(s):  
Martin Mabunda Baluku ◽  
Richard Balikoowa ◽  
Edward Bantu ◽  
Kathleen Otto
Keyword(s):  
Self Determination Theory ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
The Self ◽  
Self Determination ◽  
Current Form ◽  
Content Type ◽  
Self Employment ◽  
Salaried Employment ◽  
The Impact

Purpose Based on self-determination theory, this study aims to examine the impact of satisfaction of basic psychological needs (BPNs) on the commitment to stay self- or salary-employed. Not only the entry of individuals but also their commitment to remain self-employed is important. Enterprises established by the self-employed can only survive longer if the owners are willing to continue in self-employment. Design/methodology/approach The study was conducted among a cross-country sample drawn from Germany, Kenya and Uganda. An online survey was conducted among self- and salary-employed individuals in Germany. In Uganda and Kenya, cross-sectional samples were recruited through their workplaces and business forums. These processes yielded 869 responses (373 self-employed and 494 salary-employed). Differences in the impact of BPNs on the commitment to self-employed or salaried-employment across countries were examined using PROCESS macro 2.16. Findings The findings revealed that the self-employed exhibit higher commitment to their current form of employment than the salary-employed. The satisfaction of needs for autonomy and competence were associated with higher levels of commitment to self-employment than to salary-employment across the three countries. The need for relatedness was also strongly associated with commitment to self-employment much more than to salary-employment for Ugandan and Kenyan participants; but not for the German participants. Originality/value Persistence in self-employment is essential not only for individuals to remain employed but also as a pathway to achieving career success. However, research has paid limited attention to persistence in self-employment. This research contributes to the understanding of antecedents for commitment to self-employment across countries, and therefore what should be done to enable particularly young individuals to stay self-employed. Moreover, the study also examines whether these antecedents have similar effects among individuals in salaried-employment.

The engagement continuum model using corporate social responsibility as an intervention for sustained employee engagement

2015 ◽  
Vol 39 (3) ◽  
pp. 182-202 ◽  
Author(s):  
Marie Anttonitte Valentin ◽  
Celestino C Valentin ◽  
Fredrick Muyia Nafukho
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Employee Engagement ◽  
Continuum Model ◽  
Self Determination Theory ◽  
The Self ◽  
Self Determination ◽  
Motivating Factors ◽  
Content Type ◽  
Corporate Social

Purpose – The purpose of this paper is to explore implications of motivational potential that are highly correlated to the self-determination theory (SDT) (intrinsic motivating factors), in relation to corporate social responsibility (CSR). This paper specifies key antecedents of engagement within the theoretical framework of the self-determination theory as it relates to employee engagement and CSR. Design/methodology/approach – The methods used for the purpose of this paper include a review of the relevant literature utilizing the descriptors of employee engagement, SDT and CSR. Alternative descriptors were not queried. The authors then selected articles that were found to be most cited, reviewed such articles and began to analyze the literature, synthesize and formulate connections. Findings – Based on research findings, a conceptual model was formulated and posited for research and practice. It is demonstrated in the paper that employee engagement has a wide range of benefits for all involved and focuses on key antecedents of engagement created through CSR initiatives and intrinsic motivating factors as pointed out from SDT, which may serve to provide a comprehensive representation of the likely influences of intrinsic motivating drivers on employee engagement. Research limitations/implications – The main limitations of this paper is that it is conceptual in nature and, hence, the need for a study designed to empirically test the conceptual model developed in this research. Originality/value – The result and contribution to the field of human resource development is the development of the engagement continuum model from which employee engagement emerges through the dynamic interplay of CSR as an intervention, creating positive results using the theoretical framework of SDT and resulting in a perceived sustained state of employee engagement.

scholarly journals Responsible leadership and workplace deviant behaviour: modelling trust and turnover intention as mediator

2020 ◽  
Vol 41 (7) ◽  
pp. 939-952
Author(s):  
Muhammad Shakil Ahmad ◽  
Fatima Iqbal ◽  
Raffia Siddique ◽  
Sohail Abbas ◽  
Zainab Fakhr
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Contract Theory ◽  
Identity Theory ◽  
Responsible Leadership ◽  
Unique Contribution ◽  
Content Type ◽  
Psychological Contract Theory

PurposeDrawing on psychological contract theory and social identity theory, this study aims at examining the mediating role of trust and turnover intention (TI) between the relationship of responsible leadership (RL) and work deviant behavior (WDB).Design/methodology/approachData were collected from 230-full-time hospital staffs to examine the hypothesized relationship. Moreover, study employed a two-step SEM approach to test the proposed relationships.FindingsThe results derived from “partial least squares structural equation modelling (PLS-SEM)” analysis revealed that RL does not affect WDB. The findings further provided a noteworthy theoretical understanding that of influence of RL on WDB is better explained by trust, whereas the impact of RL on WD is less translated through TI.Practical implicationsThis study entails vital managerial implications by demonstrating that how hospitals should improve WDB.Originality/valueThe study makes a unique contribution in RL literature by linking psychological contract theory and social identity theory. This novel research endeavour also bridges important theoretical gaps by highlighting the additive effects of RL and exploring the competing mediation mechanism through which RL influence WDB.

Outcomes of Bridge Employment: A Psychological Contract Theory Perspective

2017 ◽  
Vol 2017 (1) ◽  
pp. 15589 ◽  
Author(s):  
Bishakha Mazumdar ◽  
Amy Mae Warren ◽  
Travor C. Brown ◽  
Kathryne Dupre
Keyword(s):  
Psychological Contract ◽  
Contract Theory ◽  
Bridge Employment ◽  
Psychological Contract Theory

Motivation and training initiation: evidence from Poland

2017 ◽  
Vol 29 (1) ◽  
pp. 24-36 ◽  
Author(s):  
Emilia Mielniczuk ◽  
Mariola Laguna
Keyword(s):  
Extrinsic Motivation ◽  
Self Determination Theory ◽  
Cross Sectional Study ◽  
The Self ◽  
Self Determination ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Action Phases ◽  
And Training

Purpose Based on the self-determination theory and the model of action phases, the present study aims to provide insight into motivational factors that are important for training initiation. It investigates the relations between three types of motivation (intrinsic, extrinsic and amotivation) and training initiation: intention to initiate new training and plan formulation. Design/methodology/approach Data were collected from 155 employees using the Motivation for Training Initiation Scale and the Training Intention and Training Planning Scales. Findings The results of hierarchical regression analyses show that intrinsic and extrinsic motivation are positively, while amotivation is negatively, related to intention to start new training. Intrinsic motivation is a significant predictor of training plan formulation. The stronger is the intention, the more precise are plans to undertake training. Research limitations/implications The cross-sectional study design limits causal conclusions concerning actual training action. This, therefore, encourages the validation of study hypotheses in a longitudinal manner. Practical implications The results offer suggestions on how to foster training initiation taking into account types of motivation. Originality/value The study for the first time combines the model of action phases with the self-determination theory.

New study examines why bridge employees are underperforming and concludes they are demoralized by “unmet expectations”

2019 ◽  
Vol 27 (2) ◽  
pp. 25-27
Keyword(s):  
Social Relationships ◽  
Psychological Contract ◽  
Detrimental Effect ◽  
Self Determination Theory ◽  
Bridge Employment ◽  
Content Type ◽  
Older Employees ◽  
Unmet Expectations ◽  
And Performance ◽  
Personal Fulfillment

Purpose The authors wanted to analyze why bridge employees have such a poor experience of coming back to work from retirement. Morale and performance are often disappointing. Design/methodology/approach The authors studied the existing research using the framework of two theories – self-determination theory and psychological contract theory. Both theories suggest that unmet expectations have a detrimental effect on bridge employees' performance and mood. The authors analyze what the returning workers' motivations might be and why bosses might be so poor at satisfying them. Findings The previous research suggests that, apart from financial drivers, three factors are key. They are the need for personal fulfillment, the opportunity for mentoring the younger generation, and the need for meaningful social relationships. The research indicates that stereotypical views about older employees often hold organizations back from providing work that fulfills these needs. Originality/value Previous research has looked at the disappointing outcomes of bridge employment but has not analyzed why that might be the case. The authors of the present study use of the two theories to provide understanding of why bosses might be undermining the returning workers, who are often relegated to “non-standard” roles.

A review of mHealth depression apps: Assessing app functions for the Self-Determination Theory (Preprint)

2020 ◽  
Author(s):  
Luke Brownlow
Keyword(s):  
Health Behavior ◽  
Behavior Change ◽  
Basic Needs ◽  
Health Behavior Change ◽  
Self Determination Theory ◽  
Healthcare Research ◽  
The Self ◽  
Self Determination ◽  
Ideal Tool ◽  
Google Play

BACKGROUND Smartphone applications (apps) are an ideal tool that is highly accessible to people who wish to begin self-treatment for depression. While many studies have performed content analyses on healthcare apps, few studies have reviewed these apps for adherence to behavior theory. Furthermore, apps for depression management are underrepresented in healthcare research. OBJECTIVE The objective of this study is to assess mHealth depression apps using SDT as a theoretical framework for meeting needs of autonomy, competence and, relatedness METHODS All depression healthcare apps available in Australia from the iTunes and Google Play app stores that met the inclusion criteria were analyzed. Each app was reviewed based on price options, store availability, download rates, and how in-app functions met the three basic needs for motivation towards health behavior change outlined in the Self-Determination Theory (SDT). RESULTS The analysis of the apps showed that most apps were free to download (69.9%) and addressed at least one of the three needs (81.4%) of SDT. However, few apps addressed all three of the basic needs through their functions (7.7%), and no apps hosted all functions expected to stimulate motivation for health behavior change. Furthermore, neither store availability, price option nor download rate were accurate predictors that apps hosted in-app functions expected to meet the basic needs. CONCLUSIONS The results suggest that some depression healthcare apps that meet the basic needs would effectively stimulate motivation (i.e., autonomy, competence, and relatedness). However, each individual app is limited in its number of functions that meet the basic needs. People who want access to more functions would need to download a suite of apps.

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