初始信念、组织诱引对员工心理契约变化的影响

心理契约是员工——组织关系的重要形式,组织中的心理契约是发展变化的。该研究采用追踪设计,以189名大学本科毕业生为研究对象,考察员工入职前初始信念和入职后组织提供的诱引因素以及两者之间的交互作用如何影响员工对组织义务感的改变。研究发现：组织支持对关系型义务感和交易型义务感的变化都有明显的影响作用,其对关系型义务感的影响强于对交易型义务感的影响;员工入职前初始信念对员工义务感发展的影响作用受到组织诱引包括工作奖赏和组织支持的调节     

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.     

From top gun to the daily grind: contextualizing psychological contract breach for military pilots

ABSTRACT

This study expands our understanding of employee reactions to psychological contract (PC) breach by contextualizing the relationship between PC breach and feelings of violation in a European military setting through the study of strong commitment to specific career goals, high managerial turnover, lack of clarity about the perceived responsibility and controllability of PC breach, as well as aviation restrictions. Based on interviews with 41 pilots, we found that two factors – passion for job and professional commitment – which have not been a strong focus in extant research, play critical roles in the processes involved in employee PC breach reactions. We further contribute to the literature by demonstrating when, why, and where perceptions of PC breach influence exit, loyalty, voice, and neglect reactions in a military setting (e.g., we found that certain reactions, such as neglect, are restricted due to the potential safety consequences of said reactions). This research charts new directions for psychological contract research in which more attention is placed on the context within which psychological contract processes develop and change. We provide insights to practitioners and discuss implications, limitations, and future research directions.     

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.     

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.     

国外心理契约破坏及结果变量与调节变量：述评与展望

心理契约破坏是个体对组织未能履行其在心理契约中应承担责任的认知评价。文章首先结合以往研究探讨了心理契约破坏与相应结果变量的关系,然后探讨了调节变量的作用,最后从被试群体、研究方法及理论模型的构建上对未来研究进行了展望。     

Psychological Contract Breach as a Source of Strain for Employees

The present study investigated the role of psychological contract breach in employees' experience of emotional exhaustion and job dissatisfaction. Employees (N = 161) from a large financial corporation completed questionnaires assessing work-related attitudes and behaviors. Fulfillment of organizational obligations predicted both emotional exhaustion and job satisfaction, and job demands predicted only emotional exhaustion. Supervisory support and control did not predict emotional exhaustion or job satisfaction when controlling for fulfillment of organizational obligations and job demands. The results suggest that psychological contract breach contributes to employee experience of job strain.     

四类不同心理契约关系的比较研究

根据企业对自己义务履行程度和员工对自己义务履行程度的不同,将员工的心理契约分成四种类型,两种情况。不同的情况下,员工的组织公民行为、离职倾向和对高层的信任存在显著差异。     

"If …": Satisficing algorithms for mapping conditional statements onto social domains

People regularly use conditional statements to communicate promises and threats, advices and warnings, permissions and obligations to other people. Given that all conditionals are formally equivalent--"if P, then Q"--the question is: When confronted with a conditional statement, how do people know whether they are facing a promise, a threat, or something else? In other words, what is the cognitive algorithm for mapping a particular conditional statement onto its corresponding social domain? This paper introduces the pragmatic cues algorithm and the syntactic cue algorithm as partial answers to this question. Two experiments were carried out to test how well these simple satisficing algorithms approximate the performance of the actual cognitive algorithm people use to classify conditional statements into social domains. Conditional statements for promises, threats, advices, warnings, permissions, and obligations were collected from people, and given to both other people and the algorithms for their classification. Their corresponding performances were then compared. Results revealed that even though these algorithms utilised a minimum number of cues and drew only a restricted range of inferences from these cues, they performed well above chance in the task of classifying conditional statements as promises, threats, advices, warnings, permissions, and obligations. Moreover, these simple satisficing algorithms performed comparable to actual people given the same task.     

心理契约:概念、理论模型以及最新发展研究

文章简要回顾了组织行为学中有关心理契约的系列研究,包括概念的提出,理论模型,分类及测量,探讨了该领域的主要理论体系及分歧、论辩焦点,对在新经济背景下心理契约的新变化．新发展以及相关研究做了阐述,并在最后对该领域理论发展的前景作了展望。     

The third dimension: Value‐oriented contents in psychological contracts

We propose value-oriented content of psychological contracts as being distinct from transactional and relational content, which we affirm using confirmatory factor analysis for employee, as well as organizational obligations. In a sample of 171 German parish volunteers, value-oriented volunteer and relational organizational obligations are significantly and positively related to job satisfaction as well as to time spent volunteering. The distinctive role of value-oriented content is reinforced by the finding that its associated employee obligations were the only ones that were significantly and positively related to both outcomes. Thus, value-oriented obligations may foster favourable work relationships and may even have the potential to stabilize work relationships during crises if obligations regarding an organization's core values are fulfilled. Examining the generalizability of these findings to nonvolunteer samples in future research is recommended.     

Obligation, contracts, and negotiation: Outlining an approach

In this paper I outline an ambitious project to incorporate into a normative language the tools necessary for an account of hierarchical organizations and the changing roles and obligations of agents within them, and an analogous account of contracts and the changing roles and obligations of agents who are parties to contracts. While such an enriched language is likely to be considerably more complex than those most often considered for deontic logic, it promises for that very reason to enlarge considerably the range of normative problems that can be accurately expressed and effectively addressed.     

Psychological contract and job security among call centre agents: Preliminary evidence

This study explored call centre agents’ perceived psychological contract and job security in a South African call centre setting. We interviewed a purposive sample of 12 call centre agents (female = 8, male = 4; black = 10, coloured = 2; permanent employees = 12; mean period of service = 3 years). The agents responded to semi-structured interviews. Thematic analysis of the data indicated that the call centre agents perceived their psychological contracts with the employer to influence their job security over and above their legal contracts. Call centre agents’ perceptions of unmet psychological expectations and obligations contributed to their workplace demotivation and disengagement. We propose a preliminary conceptual model for studying psychological contract and job security among call centre agents.     

Different temporary work status, different behaviors in organization

This study examined the contributions of the psychological contract framework to an understanding of the effects of different work statuses on employees’ behavior. We compared temporary firm workers (n=71) with core workers (n=268) and direct-hire temporary workers (n=149) with core workers (n=42) in two different samples. As expected, temporary firm workers consider that they receive fewer socio-emotional inducements from the organization they work for (opportunities for promotion, career development, long-term employment), but direct-hire temporary workers who succeeded in having their contracts extended had a psychological contract in which socio-emotional components predominated. A psychological contract with a predominance of socio-emotional components was important for organizations because it mediated the influence of work status on civic virtue behaviors on the part of temporary firm workers, and directly and positively influenced these behaviors in direct-hired temporary workers (behaviors as assessed by their supervisors). Contrary to the hypothesis, psychological contract had a direct and positive influence on the in-role behavior of direct-hire temporary workers. The implications of the findings for psychological contract research are discussed.     

Limits of authenticity: How organizational politics bound the positive effects of authentic leadership on follower satisfaction and performance

The authentic leadership paradigm has been widely advocated as an effective leadership approach for organizations interested in promoting positive and ethical leader—member relations. Despite accumulating evidence concerning the positive follower effects of authentic leadership, research examining potential boundary conditions remains limited. The political influence theoretical perspective promises to shed new light on the effects of authentic leadership by proposing that authentic leadership may be less effective in political contexts, bounding its positive operation on followers. Specifically, we anticipate that organizational politics will erode the motivational power of authentic leaders on followers, reducing their ability to engender positive performance contributions in followers. We also predict that organizational politics will weaken the positive relationship between authentic leadership and job satisfaction by reducing the ability of employees to realize their goals at work. To explore these theoretical assertions, we incorporated a two-study functional replication (n₁ = 265; n₂ = 175) to ascertain how authentic leadership and organizational politics impact follower job satisfaction, organizational citizenship behavior (OCB), and task performance. We find that organizational politics consistently weaken the positive effects of authentic leadership on follower OCB across two studies. Furthermore, in Study 2, our findings suggest that organizational politics attenuate the positive impact of authentic leadership on follower job satisfaction and task performance. We discuss theoretical and practical implications.     

Addressing fragmented human–nonhuman interactions through an ubuntu ‘mixed’ ethics

In this paper, I address human-induced environmental ills we face using an ubuntu-inspired ethical lens. I follow ubuntu scholars to stress the significance for moral agents to embody virtues. Virtue development is essential to carry out obligations and address human impacts on the environment. Thaddeus Metz, in particular, has drawn attention to how embodying ubuntu virtues of humility and friendliness can prompt moral agents to be other-regarding. The view I developed in this paper differs from his ubuntu-inspired account in at least two significant ways. First, humans cannot be in harmonious relationships with some species such as Black Mambas, Hyenas and sea urchins even if they can interact. Second, we must acknowledge the consequentialist dimension of ubuntu ethics and prioritise the different aspects of ubuntu ‘mixed’ ethics, ranking them to offer possibilities for a more realistic recommendation to change our moral life. This paper demonstrates that the three dimensions of ubuntu ‘mixed’ ethics are fundamental because we need to think about moral consequences, right action and our virtue in accounting for our actions.     

Family History of Pancreatic Cancer in a High-Risk Cancer Clinic: Implications for Risk Assessment

Detailed family history is a critical element of cancer risk assessment. The relative importance of pancreatic cancer (PC) in a close family member, particularly in hereditary breast-ovarian syndrome (HBOS), is not clearly defined. We use a case-control design to investigate the importance of a family history of PC to cancer risk assessment. Case and control families were identified from the University of Chicago Cancer Risk database (1994–2005). Pedigrees were analyzed for personal and familial clinical cancer data. Cases included all new subjects (probands) reporting a close relative (first or second degree) with PC. Controls included the probands enrolled in the database immediately prior to and subsequent to each case (i.e. two controls for each case). From 1,231 pedigrees, 103 PC were reported by the proband in 87 unique families. Many probands reported multiple or early-onset PCs: one third (28/87) of case families met criteria for a familial PC syndrome [≥2 first-degree relatives with PC (n = 10) or PC diagnosed ≤50 (n = 18)]. Of these families, the majority (75%) concurrently met criteria suggestive of hereditary breast-ovarian syndrome (HBOS). Because of a family history consistent with HBOS, at least one individual from each of 29 case and 55 control families underwent genetic testing for BRCA1/2. Among case families, 19 of 29 (66%) had a BRCA1/2 mutation compared with 16 of 55 (29%) controls. A significant association between family history of PC and a BRCA1/2 mutation was seen (OR 3.78, 1.32–10.9). This point estimate was strengthened but less precise in the non-Ashkenazi Jewish subset of tested families (OR 6.03, 1.68–22.14). In a high-risk population, a family history of PC, though infrequently reported, is nonetheless clinically meaningful. In risk assessment for HBOS, identifying a family history of PC should strongly raise the suspicion of an unrecognized BRCA1/2 mutation.     

社会文化视角下的农民工心理契约违背机制

本研究考察了集体主义文化价值观（集体主义倾向和权力距离感）与当前社会信任危机引发的各类受骗事件对农民工心理契约违背感知的影响及作用机制。来自长三角和东南沿海地区的12家制造企业的676名农民工参加了调研。研究结果显示,权力距离感和受骗事件对农民工心理契约违背的感知分别有直接的抑制和促进作用;集体主义倾向、权力距离感和受骗事件通过组织公正感的中介作用,对农民工心理契约违背的感知有着间接的抑制或促进作用。     

Partially testing a process model for understanding victim responses to an anticipated worksite closure

This study partially tested a recent process model for understanding victim responses to worksite/function closure (W/FC) proposed by Blau [Blau, G. (2006). A process model for understanding victim responses to worksite/function closure. Human Resource Management Review, 16, 12-28], in a pharmaceutical manufacturing site. Central to the model are the Kubler-Ross [Kubler-Ross, E. (1969). On death and dying. New York: Macmillan] grieving stages, which have not been formally measured and applied to downsizing research. Following Blau (2006), individual grieving stages were successfully measured and clustered into more general grieving categories, i.e., negative (denial, anger, bargaining depression) and positive (exploration, acceptance). Across four waves of data 53 respondents constituted the complete data sample. The Time 1 personal factors had minimal impact on any type of response. However, Time 1 situational factors did have an impact, paced by higher perceived contract violation leading to greater strain, work incivility, organizational deviance, and intent to sue employer, and lower transactional obligations and employer endorsement. Earlier Time 2 grieving stages were used as individual antecedents in regression analyses to explain Time 3 (N = 77) victim responses (general strain, work incivility, interpersonal deviance, organizational deviance, transactional obligations, relational obligations) and also Time 4 (N = 53) prior to closure responses (intent to sue employer, employer endorsement). Within negative grieving, results indicated that greater anger was the most influential grieving stage, since it led to greater strain, work incivility, organizational deviance, and intent to sue, as well as lower transactional obligations and lower endorsement. Within positive grieving acceptance was the most influential, since it led to lower strain, lower work incivility, lower organizational deviance, and lower intent to sue. Study limitations and future research issues are discussed.     

新员工心理契约短期动态变化的实证研究

本文从心理契约具有动态性的角度出发,考察了新员工进入企业组织后的社会化过程中,心理契约预期、心理契约执行与心理契约违背三方面的变化。样本为382名进入企业组织的一年半以内的新员工。结果验证,心理契约在我国具有不同程度的短期动态变化的特性,具体情况因心理契约的预期、执行和违背的各维度而有所不同。同时,新员工早期工作经验与心理契约执行中的交易性义务变化有显著性差异。