scholarly journals Emerging, crystalizing, and changing psychological contracts over time: Introducing the iPC-network model

2019 ◽  
Author(s):  
Tim Vantilborgh
Keyword(s):  
Network Model ◽  
Psychological Contract ◽  
Dynamic Network ◽  
Network Models ◽  
Psychological Contracts ◽  
Exchange Relationships ◽  
Contract Breach ◽  
Alternative Approach ◽  
The Individual ◽  
Over Time

This chapter introduces the individual Psychological Contract (iPC) network model as an alternative approach to study psychological contracts. This model departs from the basic idea that a psychological contract forms a mental schema containing obligated inducements and contributions, which are exchanged for each other. This mental schema is captured by a dynamic network, in which the nodes represent the inducements and contributions and the ties represent the exchanges. Building on dynamic systems theory, I propose that these networks evolve over time towards attractor states, both at the level of the network structure and at the level of the nodes (i.e., breach and fulfilment attractor states). I highlight how the iPC-network model integrates recent theoretical developments in the psychological contract literature and explain how it may advance scholars understanding of exchange relationships. In particular, I illustrate how iPC-network models allow researchers to study the actual exchanges in the psychological contract over time, while acknowledging its idiosyncratic nature. This would allow for more precise predictions of psychological contract breach and fulfilment consequences and explains how content and process of the psychological contract continuously influence each other.

scholarly journals Likelihood-based approach to discriminate mixtures of network models that vary in time

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Naomi A. Arnold ◽  
Raul J. Mondragón ◽  
Richard G. Clegg
Keyword(s):  
Network Model ◽  
Change Point ◽  
Network Science ◽  
Preferential Attachment ◽  
Network Models ◽  
Explanatory Models ◽  
Growth Mechanisms ◽  
Artificial Data ◽  
Network Growth ◽  
Over Time

AbstractDiscriminating between competing explanatory models as to which is more likely responsible for the growth of a network is a problem of fundamental importance for network science. The rules governing this growth are attributed to mechanisms such as preferential attachment and triangle closure, with a wealth of explanatory models based on these. These models are deliberately simple, commonly with the network growing according to a constant mechanism for its lifetime, to allow for analytical results. We use a likelihood-based framework on artificial data where the network model changes at a known point in time and demonstrate that we can recover the change point from analysis of the network. We then use real datasets and demonstrate how our framework can show the changing importance of network growth mechanisms over time.

Understanding the changing nature of psychological contracts in 21st century organizations

2016 ◽  
Vol 7 (1) ◽  
pp. 4-35 ◽  
Author(s):  
Carlos-Maria Alcover ◽  
Ramón Rico ◽  
William H. Turnley ◽  
Mark C. Bolino
Keyword(s):  
Social Exchange ◽  
21St Century ◽  
Psychological Contract ◽  
Social Exchange Theory ◽  
Psychological Contracts ◽  
Complex Nature ◽  
Organizational Life ◽  
Exchange Relationships ◽  
Justice Perceptions

In recent years, scholars have increasingly recognized that the theoretical underpinnings of employee-organization relationships (EOR) are in need of further extension in light of recent organizational changes. In prior research, the study of EOR has been based on social exchange theory, and the psychological contract (PC) has played a central role in understanding this crucial aspect of organizational life. The main objective of this paper is to provide an integration of the existing literature by adopting a multiple-foci exchange relationships approach. Specifically, we looked at identification; the quality of relationships and exchanges with the leader, coworkers, and other organizational agents; justice perceptions involving several organizational sources; and perceived organizational, leader, and coworker support to expand our understanding of the PC. Overall, we advocate a multiple-foci exchange relationships approach that will ultimately enable us to develop a more comprehensive understanding of the complex nature of PCs in 21st century organizations.

scholarly journals Impact analysis of two kinds of failure strategies in Beijing road transportation network

2018 ◽  
Vol 29 (01) ◽  
pp. 1850005
Author(s):  
Zundong Zhang ◽  
Xiaoyang Xu ◽  
Zhaoran Zhang ◽  
Huijuan Zhou
Keyword(s):  
Network Model ◽  
Transportation Network ◽  
Dynamic Network ◽  
Network Models ◽  
Global Network ◽  
Statistical Characteristics ◽  
Road Transportation ◽  
Road Infrastructure ◽  
Urban Road ◽  
Infrastructure Network

The Beijing road transportation network (BRTN), as a large-scale technological network, exhibits very complex and complicate features during daily periods. And it has been widely highlighted that how statistical characteristics (i.e. average path length and global network efficiency) change while the network evolves. In this paper, by using different modeling concepts, three kinds of network models of BRTN namely the abstract network model, the static network model with road mileage as weights and the dynamic network model with travel time as weights — are constructed, respectively, according to the topological data and the real detected flow data. The degree distribution of the three kinds of network models are analyzed, which proves that the urban road infrastructure network and the dynamic network behavior like scale-free networks. By analyzing and comparing the important statistical characteristics of three models under random attacks and intentional attacks, it shows that the urban road infrastructure network and the dynamic network of BRTN are both robust and vulnerable.

Leaders' trait signaling effect on followers' psychological contract dynamics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Erum Ishaq ◽  
Usman Raja ◽  
Dave Bouckenooghe ◽  
Sajid Bashir
Keyword(s):  
Psychological Contract ◽  
Power Distance ◽  
Psychological Contracts ◽  
Multiple Sources ◽  
Contract Breach ◽  
Content Type ◽  
Power Distance Orientation ◽  
Path Analyses ◽  
Contract Type

PurposeUsing signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach.Design/methodology/approachData were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses.FindingsThe leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers' formation of transactional contracts. Similarly, agreeableness, neuroticism and conscientiousness had significant relationships with perceived breach. Finally, the power distance of the followers aggregated at a group level moderated the personality-contract type and personality-perceived breach relationships.Research limitations/implicationsThis research advances understanding of psychological contracts in organizations. More specifically, it shows that the personality of leader would have profound impact on the type of contract their employees form and the likelihood that would perceive the breach of contract.Originality/valueThis research extends existing personality-psychological contract literature by examining the role of leaders' personalities in signaling to employees the type of contract that is formed and the perception of its breach. The role of power distance organizational culture as a signaling environment is also considered.

scholarly journals Bouncing back from psychological contract breach: How commitment recovers over time

2015 ◽  
Vol 37 (4) ◽  
pp. 494-514 ◽  
Author(s):  
Omar N. Solinger ◽  
Joeri Hofmans ◽  
P. Matthijs Bal ◽  
Paul G. W. Jansen
Keyword(s):  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Over Time

Once bitten, twice shy? Past breach and present exchange relationships

2014 ◽  
Vol 29 (8) ◽  
pp. 938-952 ◽  
Author(s):  
Robert Buch ◽  
Bård Kuvaas ◽  
Lynn Shore ◽  
Anders Dysvik
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Psychological Contract ◽  
Negative Relationship ◽  
Psychological Contract Breach ◽  
Economic Exchange ◽  
Exchange Relationship ◽  
Exchange Relationships ◽  
Contract Breach ◽  
Content Type

Purpose – The purpose of this paper is to examine the relationship between previous employer's psychological contract breach and exchange perceptions with the current employer, and seeks to uncover moderating influences of perceived organizational support (POS). Design/methodology/approach – Data were obtained from a cross-lagged sample of 314 employees in Norway. Hierarchical moderated regression analysis was used to test the hypotheses. Findings – The authors found a positive relationship between previous employer's psychological contract breach and economic exchange with the current employer, and a negative relationship between previous employer's psychological breach and social exchange with the current employer. The authors also found that POS from the current employer attenuates the positive association between previous employer's breach and economic exchange with the current employer. Research limitations/implications – The data were cross-lagged, so causal inferences should be made with caution. Practical implications – Managers should be aware that past employment experiences may relate to present employment exchange relationships. In addition, POS from current employer may serve to counterbalance the “carry over” effects of past employment experiences. Social implications – In light of the present global economic climate, increasing POS among employees could decrease the likelihood that they assume that the employment relationship constitutes an economic exchange relationship. Originality/value – This study contributes to a more complete understanding of factors that shape employees’ relationships with their organization. Furthermore, this study suggests a way by which organizations can repair damages incurred by previous employer's psychological contract breach.

Psychological Contracts: Past, Present, and Future

2019 ◽  
Vol 6 (1) ◽  
pp. 145-169 ◽  
Author(s):  
Jacqueline A.-M. Coyle-Shapiro ◽  
Sandra Pereira Costa ◽  
Wiebke Doden ◽  
Chiachi Chang
Keyword(s):  
Psychological Contract ◽  
Psychological Needs ◽  
Psychological Contracts ◽  
Employee Health ◽  
Future Research ◽  
Contract Breach ◽  
Contract Research ◽  
Outcome Relationship ◽  
Practical Implications

We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psychological contract research. This discussion is organized around the expansion of resources exchanged and the antecedents of contract breach and outcomes, moving beyond reciprocity as an underpinning explanation. We highlight the practical implications of research to date on psychological contracts and end with directions for future research to include the need for greater attention given to ideological currency, employee health, polycontextual approaches, the role of psychological needs, and post-breach/violation.

scholarly journals ONE BIG HAPPY ENGINEERING FAMILY? THE INFLUENCE OF PSYCHOLOGICAL CONTRACTS ON TEAM OUTCOMES AND THE MEDIATING ROLE OF PERSON-TEAM FIT

2017 ◽  
Author(s):  
Katherine Gibbard ◽  
Yannick Griep ◽  
Genevieve Hoffart ◽  
Denis Onen
Keyword(s):  
Psychological Contract ◽  
Engineering Students ◽  
Psychological Contracts ◽  
Psychological Contract Breach ◽  
Computer Engineering ◽  
Contract Breach ◽  
Mediating Role ◽  
Team Outcomes ◽  
Team Potency

Teamwork is frequently used to tackle complex and demanding tasks in organizational and educational settings. While teamwork may offer substantial benefits, the challenges of working effectively in teams are considerable. This study examines the roles of psychological contract breach and person-team fit in relation to teams’ effectiveness. Twelve teams of electrical and computer engineering students were surveyed at three time points to assess their perceptions of personteam fit and psychological contract breach.Results of a longitudinal mediation model supported our hypotheses that team level psychological contract breach would result in decreased supplementary fit and increased complementary fit. Regarding team outcomes, we found that perceptions of supplementary fit increased team member peer feedback ratings, while perceptions of complementary fit increased team potency. Follow-up analyses revealed that psychological safety was positively related to psychological contract breach. Implications for practice are discussed.

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.

scholarly journals Examining PCB-Outcomes Relationship: Moderating Role of Individualism

2014 ◽  
Vol 39 (2) ◽  
pp. 99-112 ◽  
Author(s):  
Upasna A Agarwal
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Psychological Contract ◽  
Current Knowledge ◽  
Employee Motivation ◽  
Psychological Contracts ◽  
Contract Breach ◽  
Essential Condition ◽  
Moderating Role

In the current climate of continuing economic uncertainty caused by major developed nations struggling with high-debt and sub-par growth, employee goodwill, motivation, and cooperation are fragile yet critical for organizational success. These attitudes and behaviours can be powerfully influenced by the fulfillment of psychological contracts. Psychological Contract is a useful framework for examining the quality of employeeorganization relationship. Psychological Contract Breach (PCB), defined as the cognition that one's organization has failed to meet one or more obligations within one's psychological contract in a manner commensurate with one's contributions, has deleterious effects of employee motivation. Despite the growing amount of research about psychological contracting, a review of studies on PCB indicates that there are deficiencies in the literature which need to be addressed. Firstly, limited efforts have been made to examine the effects of individual dispositions on PCB. Secondly, although trust has been examined as an essential condition for establishment of social exchange, there is paucity of research on the effect of PCB on trust. Thirdly, there have been fairly good number of studies examining the effects of breach. However, these studies seem to have been stuck in terms of examining only specific group of outcome variables. Further, much of the published research on PCB has been experienced by a single cohort of MBA graduates making generalization of findings for more diverse sample populations difficult. Finally, much of our current knowledge about PCB is based on the studies conducted in the West. Since different national cultures display varied cultural elements in the workplace, drawing parallels from studies conducted in other collectivistic cultures will not be appropriate. This work is significant for four reasons: It examines the effect of PCB on trust and work engagement It examines the mediating role of trust in PCB-engagement relationship It tests the moderating role of individualism and collectivism value orientation It examines PCB in a novel geographical context. Results of this study with 501 Indian managerial employees working in eight organizations in India suggest that: PCB is related to trust and work engagement. Trust mediates the PCB-engagement relationship. Individualism⁄Collectivism moderates the PCB-trust relationship.

Sign in / Sign up

Export Citation Format

Share Document