Cause Analysis and Coping Approaches towards Job Burnout of College Counselors Based on Psychological Contract Theory

Administrators are the implementers of the management in colleges and universities; however, their job scopes are relatively boring and complicated, with heavy workload and high work pressure, causing some of them to be less active and slack off in their careers. Therefore, under the guidance of psychological contract theory, colleges and universities should adopt various measures to deal with job burnout among college and university administrators. In this paper, the main causes of job burnout among college and university administrators are analyzed, and specific countermeasures are proposed from the perspective of psychological contract theory, hoping to help college and university administrators improve their work enthusiasm.

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Baanonzekerheid als schending van het psychologisch contract bij vakbondsleden: gevolgen voor vakbondsattitudes en opzegintentie in België en Nederland

Gedrag & Organisatie ◽

10.5117/2005.018.001.001 ◽

2005 ◽

Vol 18 (1) ◽

Author(s):

Hans De Witte ◽

Sjoerd Goslinga ◽

Antonio Chirumbolo ◽

Johnny Hellgren ◽

Katharina Näswall ◽

...

Keyword(s):

The Netherlands ◽

Trade Union ◽

Union Membership ◽

Psychological Contract ◽

Affective Commitment ◽

Contract Theory ◽

Job Insecurity ◽

Union Commitment ◽

Union Support ◽

Psychological Contract Theory

Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands Hans De Witte, Sjoerd Goslinga, Antonio Chirumbolo, Johnny Hellgren, Katharina Näswall & Magnus Sverke, Gedrag & Organisatie, Volume 18, February 2005, nr. 1, pp. 1-20 In this article the consequences of job insecurity among union members are explored. Having established that most employees have instrumental motives for joining a union, and using psychological contract theory, we hypothesize that job insecurity among union members correlates with a lower level of perceived union support, lower satisfaction with the union, reduced (affective) commitment towards the union, and a higher intention to resign union membership. These hypotheses were tested in Belgium and the Netherlands. Evidence was found to support the assumed association between job insecurity and a reduction in perceived union support. In Belgium, job insecurity was also associated with reduced union satisfaction and intention to resign membership. In neither country job insecurity was associated with union commitment. These results partly support the hypothesis that union members experience job insecurity as a violation of their psychological contract with the union.

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Psychological Contract Theory

Wiley Encyclopedia of Management ◽

10.1002/9781118785317.weom110075 ◽

2015 ◽

pp. 1-5

Author(s):

Samantha D. Montes ◽

Denise M. Rousseau ◽

Maria Tomprou

Keyword(s):

Psychological Contract ◽

Contract Theory ◽

Psychological Contract Theory

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

Personnel Review ◽

10.1108/pr-05-2019-0280 ◽

2019 ◽

Vol 49 (8) ◽

pp. 1553-1571 ◽

Cited By ~ 1

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.

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