Psychological Contracts and Their Implications for Job Outcomes: A Social Exchange View

This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers.     

Locus of Control and Activity Level as Moderators in the Quantitative Job Demands—Satisfaction/ Psychological Anxiety Relationship: An Experimental Analysis

The present study examined the impact the quantitative job demands on satisfaction and psychological anxiety. In addition, the moderating effects of locus of control and activity level were examined. Consistent with the literature, perceptions of job demands were found to negatively affect satisfaction and positively affect psychological anxiety. Individuals reporting high activity levels had the strongest positive relationship between perceived job demands and psychological anxiety. Finally, external locus of control strengthened the negative relationship between perceived job demands and satisfaction. Results and social implications are discussed.     

A Longitudinal Study Examining the Psychological Reactions of Job Relocation

A longitudinal study is reported of relocating employees ( n = 51) and their partners ( n = 31) who relocated between two cities in England. A nonmoving comparison group of employees from the same organization ( n = 58) was included. The subjects completed a questionnaire before (approximately 6 weeks) and after (approximately 10 weeks) the relocation. Results showed that relocating employees' pre-move general stress was similar to that of nonmoving employees. Moreover, male relocators' stress reduced significantly following the move, while female relocators stayed the same. Stress specific to relocation was very high for relocating employees and partners, and remained so following the move. Evidence was found to show a relationship between attributions of the causes of relocation problems and the experience of stress.     

Union Resources and Union Tolerance as Moderators of Relationships with Sexual Harassment

Union membership is often overlooked in organizational research, but is especially neglected in research on sexual harassment. This study investigated the impact of union resources for dealing with harassment and union tolerance for harassment on antecedents and consequences of harassment. Women union members (N = 242) of varying ethnicities (European American, 56.6%; mixed ethnicity, 15.7%; Native American, 9.9%; African American, 5.0%; Hispanic American, 1.2%; Asian American, 0.4%; non-American, 2.9%) responded to a survey. As predicted, Union Resources moderated the relationship between organizational tolerance for harassment and reported harassment, such that women in unions with more resources reported less harassment. Union Tolerance moderated the relationship between harassment and negative psychological outcomes, although not as predicted. Implications for unions, employers, and researchers are discussed.     

Being Tough Versus Tender: The Impact of Country-Level and Individual Masculinity Orientations as Moderators of the Relationship Between Job Insecurity and Job Attitudes

Having a job constitutes one of the most potent means of attaining ‘masculine’ goals such as status, success, and material rewards. In the present research, we examine whether masculinity, both as a country-level value and an individual orientation, moderates the relationship between job insecurity and job attitudes. In Study 1, we draw on cross-cultural data of 20,988 employees from 17 countries. We find that job insecure individuals from countries with higher masculinity values show stronger decrements in job satisfaction (but not commitment). Shedding light on the underlying mechanism, we show that the moderating effect of masculinity is transmitted through two social job characteristics, perceived supervisor interpersonal justice and coworker support. We then constructively replicate the moderating effect of masculinity in Study 2. In a one-country sample of 319 employees, individual masculinity orientations likewise strengthen the negative relationship between job insecurity and job satisfaction. Our research highlights that country-level and individual masculinity orientations yield comparable effects in the job insecurity appraisal process, and provides insight into how cultural values can be enacted at the individual level.     

Cultural Values as Moderators of Employee Reactions to Job Insecurity: The Role of Individualism and Collectivism

Cette recherche part de l’hypothèse que les valeurs culturelles sont l’un des déterminants des réactions des salariés face à l’insécurité professionnelle. Dans la première investigation, les valeurs culturelles ont été appréhendées au niveau de l’individu à partir des réponses de 141 salariés de diverses origines ethniques appartenant à une grande entreprise agro‐alimentaire américaine qui réduisait ses effectifs. Les répondants ont rempli des questionnaires évaluant leurs valeurs culturelles, leur perception de la sécurité au travail, leurs attitudes professionnelles, leurs réactions affectives vis‐à‐vis de la réduction des effectifs et leur niveau de stress lié au travail. Les résultats ont montré que le sentiment d’insécurité professionnelle avait un impact généralement négatif sur les employés. Toutefois, les salariés présentant des valeurs culturelles communautaires ressentaient plus négativement que leurs homologues individualistes le sentiment d’insécurité professionnelle. Dans le second volet de la recherche, la culture a été définie au niveau national. On a proposé aux salariés de sept organisations, quatre chinoises et trois américaines, de remplir des questionnaires appréciant leurs réactions à leur perception de l’insécurité professionnelle. Il apparut que les Chinois (mentalité communautaire) réagissaient plus négativement que les Américains individualistes face à la menace constituée par l’insécurité professionnelle. Les résultats sont analysés à la lumière du développement de pratiques organisationnelles qui comprennent la réduction des effectifs et autres procédures qui impliquent une moindre stabilité des emplois. This research explored the hypothesis that cultural values moderate employee reactions to job insecurity. In the first study, cultural values were measured at an individual level of analysis based on responses from one hundred and forty‐one ethnically diverse employees of a large US‐based food‐processing company undergoing a downsizing. Participants completed surveys assessing their cultural values, perceptions of job security, job attitudes, affective reactions to the downsizing, and job‐related stress levels. Results indicated that the perception of job insecurity had a generally negative impact on employees. However, employees with collectivist cultural values were more negatively affected by the perception of job insecurity than their individualist counterparts. In the second study, culture was operationalised at the national level of analysis. Employees from seven organisations (four based in China; three based in the US) completed surveys assessing their reactions to perceived job insecurity. Results suggest that Chinese (i.e. collectivist) employees reacted more negatively to the threat of job insecurity than their US counterparts (i.e. individualist employees). These results are discussed in light of growing organisational trends that include the use of downsizing and other techniques that herald a decrease in job stability.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

心理授权、心理氛围与工作绩效的关系

为获低成本、高绩效和高弹性的竞争优势,组织授权员工的重要性日益增加.本文对深圳、上海和长沙的18家企业307名员工的心理氛围、心理授权与工作绩效的关系进行了研究,结果表明:①心理氛围、心理授权与工作绩效两两之间都存在显著正相关关系;②心理授权、心理氛围能有效地预测任务绩效、周边绩效和工作绩效;③心理氛围能有效地预测工作绩效,其中心理授权是心理氛围与工作绩效之间关系的缓冲变量,缓冲作用主要是通过自我效能和自主性两个维度来实现的.     

Positive Affectivity and Collective Efficacy as Moderators of the Relationship Between Perceived Politics and Job Satisfaction

This study explores the moderating potential of positive affectivity (PA) and perceived collective efficacy (PCE) on the relationship between 3 dimensions of politics perceptions and job satisfaction. We hypothesized that high levels of PA and PCE, in unison, would buffer the harmful effects of perceived politics on job satisfaction. Regression analyses for the 3 dimensions (i.e., general politics, go along to get along, and pay and promotion) yielded a significant finding for the PA × PCE × Go Along to Get Along 3-way interaction only. Consistent with our expectations, low PA-low PCE individuals were less satisfied with their jobs when levels of go-along-to-get-along politics increased. Contrary to our hypothesis, however, high PA-high PCE individuals reported a significant inverse relationship between perceived politics and job satisfaction. Implications of these findings and directions for future research are provided.     

Tracking Fluctuations in Psychological States Using Social Media Language: A Case Study of Weekly Emotion

Personality psychologists are increasingly documenting dynamic, within-person processes. Big data methodologies can augment this endeavour by allowing for the collection of naturalistic and personality-relevant digital traces from online environments. Whereas big data methods have primarily been used to catalogue static personality dimensions, here we present a case study in how they can be used to track dynamic fluctuations in psychological states. We apply a text-based, machine learning prediction model to Facebook status updates to compute weekly trajectories of emotional valence and arousal. We train this model on 2895 human-annotated Facebook statuses and apply the resulting model to 303 575 Facebook statuses posted by 640 US Facebook users who had previously self-reported their Big Five traits, yielding an average of 28 weekly estimates per user. We examine the correlations between model-predicted emotion and self-reported personality, providing a test of the robustness of these links when using weekly aggregated data, rather than momentary data as in prior work. We further present dynamic visualizations of weekly valence and arousal for every user, while making the final data set of 17 937 weeks openly available. We discuss the strengths and drawbacks of this method in the context of personality psychology's evolution into a dynamic science. © 2020 European Association of Personality Psychology     

Graduate Recruitment: Psychological Contracts and the Balance of Power

Evidence regarding current practice and labour market trends in graduate recruitment is reviewed. It is concluded that graduate recruitment is now a sellers' market, with the consequence that the balance of power has shifted from organisations to applicants. The implications for recruitment practices are drawn, and a new model of selection is proposed. Instead of the traditional psychometric model in which it was assumed that the organisation took the decision whether or not to employ the applicant on the basis of an assessment, it is suggested that the recruitment and selection procedure be construed as a sequence of episodes in which both parties communicate and modify their expectations, either remaining in, or exiting from, the relationship.     

教师集体效能和自我效能对工作压力影响作用的调节--多水平分析研究

通过对28所小学1299名教师的调查结果,作者主要对教师集体效能和自我效能对工作压力与教师工作满意度、内在动机及离职倾向之间关系的调节作用进行了分析。多层分析结果表明：(1)教师工作压力与教师工作满意度和内在动机的关系受教师自我效能高低的调节,教师自我效能高的教师．工作压力所带来的负面影响较小;在考虑了教师自我效能的调节作用后,教师工作压力对教师工作满意度、内在动机和离职倾向的影响存在显著的学校水平的差异。(2)学校水平背景特征一教师集体效能对教师工作压力与内在工作动机和离职倾向之间的关系有显著的调节作用,在集体效能高的学校中的教师,工作压力的负面影响较弱。     

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。     

The Relationship of Psychological Resources and Social Support to Job Procurement Self-Efficacy in the Disadvantaged1

This study investigated social-psychological characteristics of disadvantaged persons in employment training. Participants (N=115) furnished information about their psychological resources (internality and learned resourcefulness), social support, and job procurement self-efficacy when they entered employment training programs. Self-efficacy was assessed again approximately 3 weeks after termination from training. It was expected that psychological resources and social support would be associated and that they would predict job procurement self-efficacy at follow-up. Psychological resources and social support were significantly related. Social support, and particularly reassurance of worth, were significant predictors of participants’ efficacy expectations at follow-up. Implications for employment preparation are discussed, and directions for future research are suggested.     

Coping with Job Loss and Reemployment: A Two-Wave Study

Using a national sample, this study investigated the effects of unemployed workers’ coping resources and coping strategy use on reemployment after a three-month period. Based on previous research, it was expected that (1) three types of coping resources (self-esteem, social support, and financial resources) would be positively related to problem-focused coping with job loss, (2) coping resources would be negatively related to emotion-focused coping with job loss, (3) problem-focused coping would be positively related to reemployment, (4) problem-focused coping would be more strongly related to reemployment than emotion-focused coping, and (5) coping strategies would mediate the relationship between the availability of coping resources and obtaining reemployment. Results provided support for the direct effects of coping resources (self-esteem, social support, and, to some extent, financial resources) on coping strategies, and a direct effect of problem-focused coping on reemployment 3 months later. Self-esteem and social support were each indirectly related to subsequent employment status, mediated by problem-focused coping. In other words, individuals with higher levels of self-esteem and social support were not only more likely to engage in problem-focused coping, but having a higher level of self-esteem and social support was also associated with a higher likelihood of being reemployed three months later. Findings are pertinent for the design of more effective interventions that mitigate adverse effects of unemployment and facilitate a successful return to the workforce.     

Managers as a Missing Entity in Job Crafting Research: Relationships between Store Manager Job Crafting,Job Resources,and Store Performance

Increasing demand for workplace proactivity has directed scholarly attention to job crafting as a voluntary and proactive form of job design. While mounting research has examined the impact of employee job crafting on work outcomes, little is known about the role of job crafting on the part of store managers in predicting unit-level performance. To fill this gap, this study aims to investigate the link between store manager job crafting and store performance, and proposes job resources as boundary conditions affecting this relationship. We collected survey-based data from 235 restaurant stores in South Korea and performed multilevel regression analyses. Results indicated that store manager job crafting was positively associated with store sales performance. This relationship was more pronounced when store managers received performance feedback than when they did not. However, autonomy and opportunities for development did not moderate the store manager job crafting–store performance relationship.     

股票投资决策中的处置效应:心理机制及调节变量

处置效应是股票投资决策中的典型现象.它是指当投资者面对盈利时急于卖出股票,而当他们面对亏损时长时间持有股票的现象.自发现处置效应以来,研究者就不断探索其心理机制及其调节变量.目前,大量研究者从前景理论、认知失调理论、过度自信理论以及后悔理论等方面探索处置效应的心理机制.文章最后指出了当前在处置效应的研究中仍然存在的问题,并对未来的研究趋势进行了展望.     

Sources of Parental Knowledge as Moderators of the Relation Between Parental Psychological Control and Relational and Physical/Verbal Aggression

Previous research demonstrates that aspects of parenting interact to influence child adjustment. We aimed to extend this research by examining parenting strategies associated with behavioral control, specifically sources of parental knowledge regarding child behavior (child disclosure, parental solicitation, parental control), as moderators of the relation between psychological control and relational and physical/verbal aggression. Our sample included 89 children (56% male), ages 9–12. Consistent with prior research on child adjustment, low child disclosure was the only source of parental knowledge associated with both relational and physical/verbal aggression. Moreover, parental solicitation moderated the association between psychological control and relational, but not physical, aggression. That is, at high levels of parental solicitation, psychological control and relational aggression were positively related, whereas at low levels of parental solicitation, psychological control and relational aggression were unrelated. Implications and future directions are discussed.