APPLICATION OF PSYCHOLOGICAL CONTRACT THEORY IN INCENTIVE POLICIES OF LOGISTICS ENTERPRISES

2020 ◽  
Keyword(s):  
Psychological Contract ◽  
Contract Theory ◽  
Psychological Contract Theory ◽  
Logistics Enterprises ◽  
Incentive Policies

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

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.

Psychological Contract Theory

2015 ◽  
pp. 1-5
Author(s):  
Samantha D. Montes ◽  
Denise M. Rousseau ◽  
Maria Tomprou
Keyword(s):  
Psychological Contract ◽  
Contract Theory ◽  
Psychological Contract Theory

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.

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

2014 ◽  
Vol 20 (4) ◽  
pp. 544-566 ◽  
Author(s):  
Sarah Bankins
Keyword(s):  
Conceptual Model ◽  
Psychological Contract ◽  
Contract Theory ◽  
Exchange Relationship ◽  
Research Directions ◽  
Research Fields ◽  
Psychological Contract Theory ◽  
Contemporary Account

AbstractThe psychological contract is used to examine the dynamics of the employee–employer exchange relationship. The dominant contract conceptualisation is that it is constituted by beliefs about ‘explicit’ and ‘implicit’ promises; however, there is a dearth of conceptual investigation regarding how other research fields understand promising and reconciling this with how the notion has come to be used in psychological contract theory. In particular, the notion of implicit promising remains conceptually and empirically underdeveloped, despite forming a key plank of the contemporary account of the contract. This paper explores these issues by presenting a cross-disciplinary review of promising and applying this to how the notion is used in the contract literature. A conceptual model is also developed to provide avenues to investigate how promise beliefs form in a contract context and their outcomes. Finally, research directions are outlined regarding the roles that beliefs other than promises can play in contract theory.

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