scholarly journals Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes

2009 ◽  
Vol 5 (3) ◽  
pp. 329-351 ◽  
Author(s):  
Jeroen de Jong ◽  
René Schalk ◽  
Nele de Cuyper
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Psychological Contracts ◽  
Employee Attitudes ◽  
Temporary Workers ◽  
Opposite Pattern ◽  
Permanent Employment ◽  
Intentions To Quit ◽  
Dutch Sample ◽  
Permanent Workers

This study concerns balance in exchange relationships as described in the psychological contract literature about employees’ and employers’ promises and fulfilment of these promises. Balance is investigated, firstly, in relation to temporary versus permanent employment and, secondly, in relation to employees’ attitudes (fairness, job satisfaction, and intention to quit). Analyses were based on a Dutch sample of 290 temporary and 489 permanent workers. Regarding balance in mutual promises, we found that temporary workers were more likely to have psychological contracts with few mutual promises than permanent workers, while permanent workers were more likely to have psychological contracts with many mutual promises compared to temporary workers. Regarding balance in the fulfilment of promises, we found the opposite pattern, namely, that fulfilment was higher in temporary workers compared to permanent workers. Furthermore, only mutual high fulfilment of promises was associated with higher job satisfaction and fairness and with lower intentions to quit.

scholarly journals The Role of Pro-Innovative HR Practices and Psychological Contract in Shaping Employee Commitment and Satisfaction: A Case from the Energy Industry

Energies ◽  
2021 ◽  
Vol 15 (1) ◽  
pp. 255
Author(s):  
Katarzyna Gadomska-Lila ◽  
Anna Rogozińska-Pawełczyk
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Structural Equation ◽  
Employee Commitment ◽  
Psychological Contracts ◽  
Employee Attitudes ◽  
Hr Practices ◽  
The One ◽  
Organisational Factors ◽  
Energy Companies

Innovation is a very important attribute of energy companies. Its level largely depends on employees’ attitudes and behaviours, which are determined on the one hand by individual factors (e.g., psychological contract) and on the other hand by organisational factors (e.g., human resources (HR) practices). The aim of this article is to identify the relationship between pro-innovative HR practices, psychological contract and employee attitudes—commitment and job satisfaction. The research was conducted in a company which is one of the leading Polish electricity suppliers. Data were collected using a proprietary survey questionnaire. The research involved 402 HR professionals responsible for shaping and implementing pro-innovative HR practices in the company. Hypotheses were tested using the partial least squares structural equation modelling technique (PLS-SEM). The results indicate the existence of a positive relationship between pro-innovative HR practices, psychological contract and employee commitment and satisfaction. Furthermore, they indicate that organisations wishing to increase employee commitment and job satisfaction should strengthen and implement existing psychological contracts. One way to do this is to invest in pro-innovative HR practices, such as competence development, knowledge sharing or creativity-based candidate selection, as they have been shown to be good moderators of these relationships. The obtained results may be of particular importance for HR management specialists and managers responsible for shaping desired attitudes and behaviours of employees.

scholarly journals Developing Psychological Contracts of Justice in Improving Employee's Satisfaction at Perum Damri

2019 ◽  
Vol 3 (1) ◽  
pp. 55-75
Author(s):  
Akmal Akmal ◽  
Elfitra Azliyanti
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Intrinsic Motivation ◽  
Psychological Contract ◽  
Sampling Technique ◽  
Psychological Contracts ◽  
Actual Performance ◽  
Analysis Techniques ◽  
Employee Job Satisfaction ◽  
Reward Mechanism

This study aims to examine the predictors and consequences of a fair psychology contract. There are relationships between the degree of reciprocal trust and fair psychological contracts, reward mechanisms for fair psychology contracts, assessment of actual performance to a psychological contract of justice, intrinsic motivation to equitable psychology contracts, equitable psychological contracts on job satisfaction and Intrinsic motivation and Job satisfaction. The population of this study is 205 staff at Perum Damri Regional Division II and data was collected using a purposive sampling technique. The criteria of the respondents chosen were staff or employees who had worked in Damri's general company for at least 1 year. Data analysis techniques in research using software smart PLS 2.0 M3. This study contains 6 hypotheses and from the research, the results of reciprocal degrees of trust influence the fair psychology contract, but the progressive reward mechanism, the assessment of actual performance and intrinsic motivation have no effect. While fair psychology contracts and intrinsic motivation affect employee job satisfaction.

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.

scholarly journals Relational Expectations and Transactional Obligations: Incompatible Psychological Contracts and Triadic Employment Relationships

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093267
Author(s):  
Jocelyn Handy ◽  
Dianne Gardner ◽  
Doreen Davy
Keyword(s):  
Psychological Contract ◽  
Psychological Contracts ◽  
Adverse Outcomes ◽  
Employment Relationship ◽  
Temporary Workers ◽  
Power Bases ◽  
Employment Relationships ◽  
Semistructured Interviews ◽  
Triangular Employment Relationship ◽  
Temporary Staffing

This research investigated the triangular employment relationship between organizations, temporary staffing agencies, and clerical temporary workers using the conceptual framework of the psychological contract. The rapid growth in triadic employment relationships is well documented; however, there is limited research into the interlocking psychological contracts between the three parties. This research advances our understanding of the mechanisms underlying triangular psychological contracts by drawing attention to the ways in which people’s beliefs concerning their own obligations toward others may be incommensurate with their expectations of other parties. Findings are based on semistructured interviews with 10 client organization representatives, 10 staffing agency consultants, and 20 female clerical temporaries working in Auckland, New Zealand. The interviews revealed that the three sets of participants held mutually incompatible expectations, which were shaped by their differing positions and power bases within the temporary labor market. Each group expected, or wanted, the other parties to behave toward them as if a relational psychological contract existed but perceived their obligations toward others in more transactional terms. In consequence, the expectations, goals, and actions of the three sets of participants often conflicted, creating a range of adverse outcomes, which were unintended by, and problematic for, each group within the triangular employment relationship.

Reciprocity of Temporary and Permanent Workers: an Exploratory Study in an Industrial Company

2012 ◽  
Vol 15 (3) ◽  
pp. 1163-1176 ◽  
Author(s):  
Silvia Lopes ◽  
Maria José Chambel
Keyword(s):  
Performance Appraisal ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Temporary Workers ◽  
Temporary Work ◽  
Psychological Contract Fulfillment ◽  
Permanent Workers ◽  
The Relationship ◽  
Practical Implications ◽  
Industrial Company

The increasing use of temporary work prompts the need to understand to what degree workers with this type of contract differ from permanent workers as to the relationship they establish with the organization they work for. This study used a sample of temporary workers (N = 78) and permanent workers (N = 196) within the same company of electronics in Portugal. The results show that, regardless of the type of contract, the perception of human resource practices was related to the perception of psychological contract fulfillment by the company. Additionally and according to the norm of reciprocity, we verified that when workers thought the company was fulfilling its obligations they responded favorably showing more affective commitment towards the company. However, we found differences between these two groups of workers: for the permanent performance appraisal, training and rewards were human resources practices that were significantly related to psychological contract fulfillment, while for the temporary ones there weren't any specific practices that had a significant relationship with that variable. The practical implications of these findings for the management of temporary workers are discussed.

Nurses’ work patterns: perceived organizational support and psychological contracts

2011 ◽  
Vol 16 (6) ◽  
pp. 518-532 ◽  
Author(s):  
Claire Mallette
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Psychological Contract ◽  
Perceived Organizational Support ◽  
Career Commitment ◽  
Psychological Contracts ◽  
Full Time ◽  
Work Patterns ◽  
Employment Relationships ◽  
Part Time

With unfolding human resource challenges in health care, little is known of the impact of changing work patterns and employment relationships on the organization and the nursing profession. Social Exchange Theory (perceived organizational support (POS) and psychological contracts) was used to gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes. The sample consisted of 650 randomly selected nurses employed in full-time, part-time, and casual positions across healthcare settings in Ontario, Canada. A cross-sectional survey design explored demographics, volition, POS, psychological contract, job satisfaction, career commitment, and job and career withdrawal. Work patterns and employment relationships are complex and cannot be examined in isolation of other variables such as volition and work congruence. Full-time nurses were found to have more of a relational psychological contract than part-time or casual nurses. The hypothesis was supported that the psychological contract has a direct effect on nurses’ job satisfaction, job withdrawal, career commitment, and career withdrawal. Nurses want to work different work patterns depending on their age and work-life demands. The importance of fostering strong employment relationships and relational psychological contracts to address such issues as an ageing workforce, nursing shortages, and economic demands is highlighted.

Perceptions of fairness in the psychological contracts of allied health professionals

2015 ◽  
Vol 7 (2) ◽  
pp. 106-116 ◽  
Author(s):  
Rebecca Flower ◽  
Defne Demir ◽  
John McWilliams ◽  
Dianne Johnson
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Health Professionals ◽  
Psychological Contract ◽  
Allied Health ◽  
Psychological Contracts ◽  
Organisational Commitment ◽  
Allied Health Professionals ◽  
Content Type ◽  
Organisational Justice

Purpose – The purpose of this paper is to investigate the relationships between components of the psychological contract, organisational justice, and negative affectivity (NA), with key employee outcomes (i.e. organisational commitment, job satisfaction, depression, and psychological distress) among allied health professionals. Design/methodology/approach – In total, 134 (response rate of 46 per cent) Australian allied health professional completed a questionnaire. Findings – Multiple regressions revealed that higher NA was associated with lower organisational commitment, lower job satisfaction, and higher levels of depression. The psychological contract variable, breach, was associated with depression. Informational justice was associated with organisational commitment. Distributive justice was associated with job satisfaction. Research limitations/implications – This research is limited by its cross-sectional design and that the data were self-reported. The results obtained suggest the potential utility of collecting longitudinal data to replicate and extend the results. Practical implications – While NA may be beyond management control, it may be ameliorated by attention to improving communication of management decisions and by sensitivity to the elements implicit in psychological contracts. The negative consequences of contract breach may be offset by informational and distributive justice. Originality/value – This study is one of the first to examine multiple measures of the psychological contract in addition to organisational justice and NA. Further, this study adds to the literature for allied health professionals, where little is known about factors contributing to their turnover.

scholarly journals Job satisfaction, psychological contracts, and turnover intention

2019 ◽  
Vol 8 (6) ◽  
pp. 96-104
Author(s):  
Retno Dwiyanti ◽  
Hazalizah Binti Hamzah ◽  
Nurul Binti Abas
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Psychological Contracts ◽  
Satisfaction Scale ◽  
Classic Problem ◽  
Sales Employees ◽  
Retail Company ◽  
The Relationship

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable,  VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

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

2010 ◽  
Vol 9 (1) ◽  
pp. 40-49 ◽  
Author(s):  
Nele De Cuyper ◽  
Saija Mauno ◽  
Ulla Kinnunen ◽  
Hans De Witte ◽  
Anne Mäkikangas ◽  
...  
Keyword(s):  
Psychological Contract ◽  
Job Involvement ◽  
Control Model ◽  
Temporary Workers ◽  
Job Demand ◽  
Contract Type ◽  
The One ◽  
Permanent Workers ◽  
Demand Control ◽  
The Relationship

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 hypothesis as implied in the Job Demand-Control Model and earlier insights from psychological contract theory and research.

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