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

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.

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.

Sign in / Sign up

Export Citation Format

Share Document