Multi-dependence in the formation and development of the distributed psychological contract

The psychological contract (PC) describes the implicit and explicit promises and obligations exchanged by individuals and organizational agents in an employment relationship. While it has typically been assumed that each employee establishes the PC with a single agent (i.e., the organization), it seems more realistic to treat PCs as multi-focused, involving various organizational agents. In a qualitative study of 41 professors employed at two public universities in Spain, we investigate the organizational agents involved in the formation and development of PCs, the mutual promises and obligations made by each party and the degree of PC fulfilment. Our findings reveal the multiplicity of organizational sources involved in the development of PCs and the complications that arise owing to multiple dependence. Based on our results, we discuss the need for a deeper examination of PCs from a multi-foci perspective in order to more fully understand the complex nature of the PC.     

Employees' reactions to psychological contract breach: A moderated mediation analysis

This study examined the mediating role of acquiescent silence in the relationship between psychological contract breach and employee job satisfaction, as well as the moderating roles of perceived ethical climate on that relationship and on the mediation effect of acquiescent silence. Survey data were collected from a sample of 273 full-time employees from nine high-tech firms in Taiwan. The results showed that acquiescent silence partially mediated the relationship between psychological contract breach and job satisfaction. Moreover, the results from the moderation analysis showed that perceived ethical climate moderated the influence of psychological contract breach on acquiescent silence and the results from the moderated mediation analysis revealed that this mediation of acquiescent silence was moderated by perceived ethical climate such that at the lower level of perceived ethical climate, the mediation effect of acquiescent silence became stronger. Implications for managerial practices and suggestions for future research were discussed.     

辱虐管理与员工创造力：心理契约破坏和中庸思维的不同作用

近年来, 辱虐管理与员工创造力的关系受到越来越多研究者的关注。在以往研究的基础上, 本研究构建了一个有调节的中介作用模型, 以探讨中国文化情境下辱虐管理影响员工创造力的中介心理机制及边界条件。采用多阶段-多来源的策略, 以93名主管和369名员工为对象, 通过多水平结构方程建模技术对三阶段主管-员工配对调查所获取的数据进行分析, 结果表明：主管的辱虐管理行为会通过心理契约破坏的中介作用, 对员工创造力产生间接的消极影响; 但该负向的间接关系的强度对高中庸思维者而言较弱。本研究有助于揭示辱虐管理影响员工创造力的心理机制及边界条件, 研究结果对企业员工创造力及创新行为的管理实践也有一定启示。     

The role of the formal employment contract in the range and fulfilment of the psychological contract: Testing a layered model

This study investigates the employment contract (temporary vs. permanent) in relation to psychological contract content and fulfilment. The psychological contract includes employees' perceptions of their obligations and their entitlements. We hypothesize that transactional elements constitute a common core that is shared both by temporary and permanent workers. Relational elements are added to this core to show employees' and employers' loyalty, and their intentions to do more than necessary. These elements are more likely to be perceived by permanent workers as compared to temporary workers. Additionally, we suggest that relational elements are difficult to fulfil. Accordingly, we expect lower levels of perceived fulfilment for permanent workers as compared to temporary workers. Based on exchange theory, we furthermore hypothesize that these perceptions follow a similar pattern in how employees report entitlements (i.e., what they receive from the company) and reports of their own obligations (i.e., what they give in return). Results based on a seven-country sample (N _permanent = 3354; N _temporary = 1980) show that permanent workers as compared to temporary workers perceive more relational entitlements and obligations but a similar level of transactional entitlements and obligations. Thus, these results supported the idea of a layered model. The relationship between contract type and fulfilment of the psychological contract was only partly in line with expectations. Temporary workers reported higher fulfilment of entitlements and transactional obligations, but no difference was found for fulfilment of relational obligations.     

Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives

This study examines how employees’ perceptions of specific features of the organizational context—organizational politics and procedural justice—are related to their evaluations of psychological contract breach and subsequent attitudes and behaviors. Across three studies, we examined the appropriateness of four models for describing relationships among the focal constructs. Results of these studies support (a) an environmental responsiveness model in which psychological contract breach mediates the effects of politics and justice on employee outcomes, and (b) a general fairness evaluation model where politics, justice, and psychological contract breach serve as indicators of a higher order factor that predicts employee attitudes and behavior. Implications and directions for future research are presented.     

Investigating the role of psychological contract breach on career success: Convergent evidence from two longitudinal studies

The current study extends past research by examining leader–member exchange as a mediator of the relationship between employee reports of psychological contract breach and career success. In addition, we tested a competing perspective in which we proposed that performance mediators (i.e., in-role performance and organizational citizenship behaviors) will mediate the breach–career success relationship. Subjective and objective indicators of career success were assessed using supervisor-rated promotability and archival data on actual promotion decisions, respectively. In Sample 1, we found that supervisor-rated leader–member exchange (T1) mediated the relationship between breach (T1) and objective career success after 2 years. In sample 2, we replicated and extended these results using a three wave measurement over three years. Specifically, we found that leader–member exchange (T2) mediated the relationship between relational breach (T1) and subjective (T2) and objective (T3) career success. Performance-based mediators at T2 were no longer significant when regressed together with leader–member exchange and relational breach, ruling out alternative mediator explanations.     

Diversity climate promises in ideological psychological contracts: racial differences in responses to breach and fulfilment

ABSTRACT

Diversity, a major societal force that exerts an important influence on contemporary workplaces, may play a role in shaping present-day workers’ psychological contracts. In two studies, we explored diversity as an ideological commitment in psychological contracts and its impacts on workers and organizations. In Study 1, a three-wave longitudinal study following workers from pre- to post-hire, organizations’ use of diversity recruitment was positively associated with job-seekers’ perceptions that ideological diversity climate promises were made pre-employment. In addition, we found that subsequent perceptions of breaching these promises have negative effects on worker attitudes and behaviours above and beyond the consequences of traditional (i.e., transactional and relational) psychological contract breach. Unexpectedly, fulfilment and breach of ideological diversity climate promises were more weakly related to racial minority than majority group workers’ attitudes and behaviours. In Study 2, using both between- and within-person experimental designs, we largely replicate this counter-intuitive moderating effect and uncover that racial minority versus majority workers’ differential reactions can be explained by their prior experiences with racial discrimination. Our work substantiates that diversity is an important ideological commitment and provides novel insights as to the mechanisms and consequences of ideology for workers’ psychological contracts.     

Confident,valued and supported: Examining the benefits of employment support for military spouses

ABSTRACT

Military spouses face numerous challenges in obtaining employment as a result of their connection to the military. Previous research has linked military spouses underemployment to reduced well-being and satisfaction with military life, which in turn impacts on retention of the service person. In response to this the UK Ministry of Defence (MOD) trialed a 2 year programme of employment support for spouses in 2015. This paper reports the findings of a qualitative evaluation of this programme and its impact on spouses. Interviews were carried out with 30 spouses and 23 of their serving partners to examine the benefits and impact of the support provided. The majority of spouses and their serving partners perceived the employment support as providing a positive contribution from the military to help spouses get back into employment or improve their employability. Additionally, spouses felt invested in by the military and valued as constituents in their own right. No impact of employment support for spouses on the intention to remain or leave the Armed Forces was identified. Longitudinal follow up will be required to determine any long-term impact of employment support on employment outcomes and retention.     

Charting directions for a new research era: addressing gaps and advancing scholarship in the study of psychological contracts

ABSTRACT

The nature of work and the contexts in which firms operate have changed significantly in the many decades since the study of psychological contracts (PCs) at work began in earnest. These changes have altered the contours of the traditional employer-employee relationship and are key motivators of this Special Issue. We seek to chart new directions for PC research over the next decade by widening the theoretical and methodological lenses used to explore PC processes. In the introductory editorial we briefly outline the PC construct, overview the collected papers, and discuss the next exciting wave of PC research (exploring PC dynamics, PC counterparties, and the PC context) inspired by this collection.     

The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation

This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation.     

管理者大五人格与心理契约违背对辱虐管理的影响:基于特质激发理论的实证分析

基于特质激发理论探讨管理者人格特质和心理契约违背对实施辱虐管理的影响,并进一步分析了管理者人格特质与心理契约违背之间的交互作用对辱虐管理的影响。以213份两轮时点的配对问卷为样本,通过多元线性回归方法进行实证检验,结果表明:(1)管理者的亲和力对辱虐管理有显著的负向作用,而神经质则对辱虐管理有显著的正向作用;(2)管理者心理契约违背对辱虐管理有显著的正向影响;(3)心理契约违背不但调节了管理者亲和力与辱虐管理之间的负向联系,还调节了神经质与辱虐管理之间的正向联系。     

Research priorities in the psychological therapies: View from the British Association for Counselling and Psychotherapy

This paper seeks to summarise recent discussions within the British Association for Counselling and Psychotherapy (BACP) about the strategic direction and priorities for the organisation, the profession as a whole and, ultimately, the service users. The standing research policy commitment to a pluralist approach to research is affirmed and a number of competing approaches are briefly considered. The direction of general policy and specific aims are noted. The paper does not seek to define a BACP position, as such, and is intended to stimulate further debate and discussion which will feed directly into the development of the BACP research policies and activities during this crucial development period.     

Underemployment: Consequences for the Health and Well-Being of Workers

This paper addresses the question of how the adequacy of a person's employment status influences their health. We draw on and extend the Labor Utilization Framework to distinguish between different forms of underemployment (hours, income, skills, and status) and test their relative effects on a range of physical health and psychological well-being outcomes. Using data drawn from a nationally representative sample (N=1,429) of adults of working age, we assess the concurrent effects of underemployment through a longitudinal design that controls for prior levels of health and well-being. The results indicate that underemployed workers do report lower levels of health and well-being than adequately employed workers. However, the relationship varies by both types of underemployment and indicator of health and well-being. We conclude by discussing future research to explore the relationship between underemployment and health and well-being.     

From chaos and insecurity to understanding and coping: experienced benefits of a group-based education programme for people with chronic fatigue syndrome

The aim of this study was to elicit participants' experiences with a multidisciplinary patient education programme and their views regarding the usefulness of the programme. Focus group interviews were conducted with 10 participants immediately and nine months following participation in the programme and analysed using thematic analysis. Initially, the participants experienced confusion and insecurity regarding coping with the illness. Participation in the programme appeared to promote understanding, acceptance and coping through gaining greater knowledge, learning coping strategies and exchanging experiences, as well as receiving understanding and acceptance. Thus, the programme was experienced to be a beneficial intervention. However, the participants expressed a need for more guidance or follow-up to maintain the practice of coping strategies for better coping with their illness.     

New nonlinear and dynamic avenues for the study of work and organizational psychology: an introduction to the special issue

ABSTRACT

Nonlinear and dynamic approaches are two main principles of complex systems. The work and organizational psychology field has recently applied these concepts to understand human behaviour at work. In this introductory paper, we describe how human behaviour at work can be understood from a nonlinear and dynamic perspective, developing and applying the advantages of this approach to continue moving beyond the frontiers of our knowledge. We focus on the theoretical, methodological, and epistemological implications of the nonlinear dynamic approach in the field. Then, we present the five papers included in this special issue. These papers have applied nonlinear and dynamic concepts to understand a wide range of phenomena: subordinates-supervisors relationships, team behaviour, deviant workplace behaviour, transformational leadership, and training transfer. Overall, these papers demonstrate the utility of nonlinear dynamics in our field and how we can create more time-sensitive and complex knowledge by paying special attention to when and how phenomena happen and how such phenomena interrelate over time.     

Research priorities for the COVID-19 pandemic and beyond: A call to action for psychological science

The severe acute respiratory syndrome coronavirus-2 (SARS-CoV-2) that has caused the coronavirus disease 2019 (COVID-19) pandemic represents the greatest international biopsychosocial emergency the world has faced for a century, and psychological science has an integral role to offer in helping societies recover. The aim of this paper is to set out the shorter- and longer-term priorities for research in psychological science that will (a) frame the breadth and scope of potential contributions from across the discipline; (b) enable researchers to focus their resources on gaps in knowledge; and (c) help funders and policymakers make informed decisions about future research priorities in order to best meet the needs of societies as they emerge from the acute phase of the pandemic. The research priorities were informed by an expert panel convened by the British Psychological Society that reflects the breadth of the discipline; a wider advisory panel with international input; and a survey of 539 psychological scientists conducted early in May 2020. The most pressing need is to research the negative biopsychosocial impacts of the COVID-19 pandemic to facilitate immediate and longer-term recovery, not only in relation to mental health, but also in relation to behaviour change and adherence, work, education, children and families, physical health and the brain, and social cohesion and connectedness. We call on psychological scientists to work collaboratively with other scientists and stakeholders, establish consortia, and develop innovative research methods while maintaining high-quality, open, and rigorous research standards.