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

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.

Research on the Relationship Between High-Commitment Work Systems and Employees’ Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs

Based on the social exchange theory, this paper explores the indirect impact of high-commitment work systems on employees’ unethical pro-organizational behavior. Through the analysis of multisource data from 139 companies (including 139 human resource managers and 966 employees), a multilevel structuring equation model is used to verify the study’s hypotheses. The research results show the following findings: (1) High-commitment work systems are significantly positively related to employees’ unethical pro-organizational behavior. (2) High-commitment work systems have indirect effects on the employees’ unethical pro-organizational behavior through the relational psychological contract. The relational psychological contract plays a mediating role in this process. (3) Employees’ balanced reciprocity beliefs significantly enhance the positive effect of relational psychological contracts on employees’ unethical pro-organizational behavior. It can also positively moderate the mediating effect of high-commitment work systems that affect employees’ unethical pro-organizational behavior via relational psychological contract.

Research on the Influence Mechanism of Implicit Incentive on Employee's Territorial Marking Behaviors – the Moderating Effect of Recognition Expectation

Based on field theory and prospect theory, this paper attempts to explain the influence mechanism of organizational implicit incentives on employee's territory marking behaviors and further verify the moderating effect of recognition expectation. Through a paired survey of 280 employees and supervisors in the Yangtze River Delta, the Pearl River Delta and Macau Special Administrative Region, it shows that growth incentives, job incentives, and relationship incentives significantly affect territorial marking behaviors through psychological contracts. The recognition expectation of employees will enhance the relation between psychological contract and territorial marking behaviors.

Corporate Social Responsibilities, Psychological Contracts and Employee Turnover Intention of SMEs in China

As an important organizational strategy and action that affects employee perception and attitude, corporate social responsibility is essential for small and medium-sized enterprises (SMEs) to reduce turnover rate and achieve sustainable growth. This paper integrates social identity theory and social exchange theory to construct an external reputation mechanism and internal trust mechanism to explore the influence mechanism of corporate social responsibility on employee turnover intention and the intermediate transmission mechanism of psychological contract. The research results show that corporate social responsibility has a significant negative impact on employee turnover intention. Compared with external corporate social responsibility, internal corporate social responsibility has a stronger negative impact on employee turnover intention; corporate social responsibility has a significant negative impact on employee transactional psychological contract, while corporate social responsibility has a significant positive impact on employee relational psychological contracts; transactional psychological contract has a significant positive effect on employee turnover intention, while relational psychological contract has a significant negative effect on employee turnover intention; psychological contract has a significant and complete mediating effect on the relationship between external corporate social responsibility and employee turnover intention, and the psychological contract plays a significant part of the intermediary role between the internal corporate social responsibility and the employee turnover intention. The conclusions enriches the complex relationship between corporate social responsibility and employee turnover intentions, and provides a reference for SMEs to effectively perform internal and external social responsibilities and reduce employee turnover rates.

Volunteer-family conflict and turnover intentions: Exploring the role of psychological contract features

Volunteer turnover is a key issue for non-profit organizations and various reasons for turnover have been explored in the literature. I introduce a new concept that captures conflict between the volunteering and the family domains in life and test whether it can explain turnover of volunteers. Moreover, I test whether features of volunteers' psychological contracts can explain why volunteers experience conflict between these domains in life. These features capture the key characteristics of the exchange relationship and the mutual obligations between the volunteer and the non-profit organization. As such, the goal of this study is to test a model in which volunteer-family conflict mediates the relationship between psychological contract features and volunteer turnover. The results of the study cannot confirm that volunteer-family conflict mediates this relationship. However, the findings support that volunteers who experience conflict are more likely to quit, and that the time-frame and stability features of the psychological contract can explain why volunteers experience conflict. In particular, I show that a long-term time-frame in volunteers' psychological contracts is a double-edged sword for non-profit organizations: while it directly reduces the likelihood of volunteers quitting, it also increases the risk of volunteer-family conflict. Overall, this study shows that volunteer-family conflict can be a valuable concept to understand volunteers' behaviors.

Pengaruh Employee Empowerment Dan Psychological Contract Terhadap Turnover Intention Dengan Employee Engagement Sebagai Variabel Mediasi Pada PT BBI

The purpose of this study was to examine the effect of employee empowerment and psychological contract on turnover intention through employee engagement as a mediating variable at PT Buana Bersama Jayaindo. The sampling method used is nonprobability sampling with a purposive sampling approach. The data analysis technique used in thisstudy is SEM-PLS and SMART PLS 3 program assistance. The results obtained are that employee engagement mediates the effect of employee empowerment and psychological contracts on employee turnover intention at PT Buana Bersama Jayaindo. Therefore, employee empowerment and psychological contract will be important factors to be evaluated in order to reduce turnover intention. Tujuan dari penelitian ini adalah untuk menguji pengaruh employee empowerment dan psychological contract terhadap turnover intention melalui employee engagement sebagai variabel mediasi pada PT Buana Bersama Jayaindo. Metode pengambilan sampel yang digunakan adalah non-probability sampling dengan pendekatan purposive sampling. Teknik analisis data yang digunakan dalam penelitian ini adalah SEM-PLS dan bantuan program SMART PLS 3. Hasil yang didapatkan adalah bahwa Employee engagement memediasi pengaruh employee empowerment dan pscyhological contract terhadap turnover intention karyawan pada PT Buana Bersama Jayaindo. Oleh karena itu, employee empowerment dan pscyhological contract akan menjadi faktor yang penting untuk dievaluasi guna menurunkan turnover intention.