Contextualizing psychological contracts research: a multi-sample study of shared individual psychological contract fulfilment

ABSTRACT

Research on psychological contracts has made significant contributions to theoretically advancing our understanding of the employee-employer exchange relationship and its implications for organizational practice. However, the predominant emphasis of this empirical research has been on the individual level of analysis and in the process does not give sufficient attention to contextual influences. Teams have become a common feature in organizations today and provide a proximal context through which to understand how teams affect individuals’ evaluation of their psychological contract. Based on the macrosociological perspective of social exchange theory as well as theories on the role of social influence in psychological contract evaluations, we examine how shared individual psychological contract fulfilment (PCF) shapes the relationship between individual PCF and outcomes (employee’s own contributions and contextual performance) at the individual level as well as the predictors (group POS) and consequences (average employee contributions and average contextual performance) of shared individual PCF at the team level. Our findings from three studies, representing a total sample of 995 employees and 170 teams, provide support for the study hypotheses. This paper contributes to the psychological contract literature by conceptually and empirically addressing the role of a team context (shared individual PCF) and its impact on individual- and team-level relationships.     

Psychological adjustment in patients post-curative treatment for oesophageal cancer: a longitudinal interview study

Objective: Oesophageal cancer is an increasingly prevalent disease with a demanding post-curative treatment recovery period and sustained longer-term effects. Although post-curative treatment is a key transitionary period, the process of psychological adjustment for the individual is under-researched which limits the evidence base to inform supportive care. The aim of this study was to understand the process of adjustment for oesophageal cancer patients post-curative treatment, in particular the beliefs participants hold regarding their condition and how these are appraised against their experience.

Design: Serial interviews were undertaken with six oesophageal cancer patients who have recently completed curative treatment, at baseline and at 6-month follow-up using interpretative phenomenological analysis.

Results: The findings demonstrate an effortful process of adjustment, including recognising and accepting a changed self, fostering control beliefs over the course of the illness and physical sequelae, searching for meaning, developing illness coherence and moving away from self-blame.

Conclusions: This study is the first to utilise a longitudinal qualitative design in oesophageal cancer, and provides an understanding of post-treatment adjustment over time for this clinical population through which to inform clinical practice and service development.     

知识密集型组织的雇佣关系民主治理和员工创造力研究

本文探讨了雇佣关系民主治理对员工创造力影响的中介机制和边界条件,并利用跨层次的调查数据进行实证研究。研究结果发现:(1)雇佣关系民主治理显著正向影响员工创造力;(2)内在动机在雇佣关系民主治理与员工创造力间起部分中介作用;(3)组织知识密集度对雇佣关系民主治理与员工内在动机的正向关系间有着显著强化作用;(4)雇佣关系民主治理和组织知识密集度的交互作用通过内在动机的中介作用,进而影响员工创造力。     

基于组织政治技能的研究

组织中的政治技能是国外最近研究的热点课题。本文重点介绍了政治技能的概念、结构维度、影响因素及其政治技能的作用,并指出了其未来研究的趋势。     

Exploration of anomalous perceptual experiences in migraine between attacks using the Cardiff Anomalous Perceptions Scale

Distortions in sensory experiences that precede a migraine attack have been extensively documented, the most well-known being the visual aura. Distortions in the experience of other senses are also reported as part of an aura, albeit less frequently, together with changes in the perception or ownership of the body or body parts. There are many examples of differences in aspects of visual perception between migraine and control groups, between attacks, but not as much on unusual experiences involving other senses, the sense of the body or the experience of the environment. Seventy-seven migraine (33 with aura) and 74 control participants took part. Anomalous perceptions were experienced by both migraine and control groups, but more with migraine experienced them and rated them as more distressing, intrusive and frequent. Associations with reports of visual triggers of migraine and visual discomfort are presented. This study is the first to show relationships between these factors.     

Measuring illness perceptions in the family context: psychometric properties of the IPQ-R adapted for adolescent–caregiver dyads

Objectives: Given the lack of validated measures assessing illness perceptions in families, the aim of our study was the development and psychometric testing of an adapted version of the Illness Perceptions Questionnaire-Revised (IPQ-R) allowing for Common Sense Model-based dyadic assessment of adolescents’ and caregivers’ perceptions of a chronic illness in adolescence.

Methods: Using a cross-sectional survey design, factor structure, reliability and validity of the adapted measure You-IPQ-R were tested in a sample of adolescents with asthma (N?=?155) and their primary caregivers (N?=?132). Analysis included a dyadic methodology (dyadic confirmatory factor analyses) and examination of the suitability of the measure for different age groups.

Results: Both the adolescent and the caregiver versions of the You-IPQ-R revealed good overall validity and reliability. For all Common Sense Model dimensions except for timeline cyclical in the caregiver version, unidimensional scales aligning with the original IPQ-R structure could be confirmed. Age-specific analyses revealed good to excellent measurement properties in adolescents aged 14 years or older, but considerably poorer indices in younger adolescents.

Conclusion: The dyadically validated You-IPQ-R will enable researchers and clinicians to compare illness perceptions in adolescent–caregiver dyads and to assess the effects of family illness perceptions’ congruence upon medical, psychosocial and behavioural outcomes.     

The unwelcoming experience of abusive supervision and the impact of leader characteristics: turning employees into poor organizational citizens and future quitters

ABSTRACT

Over three studies (i.e., two 2 × 2 experiments and a multi-source field study), we examine the relationship between abusive supervision, leader characteristics, and organizational inclusion on employee outcomes. Drawing on the group value theory of organizational justice and multiple needs theory of organizational justice, we argue that abusive supervision is counterproductive to making employees feel welcome. Specifically, we demonstrate that abusive supervision demoralizes employees’ feelings of organizational inclusion. Additionally, we draw upon research that suggests that the display of hostility inherent in abusive supervision can be perceived differently when it comes from a strategic versus impulsive source. We build upon this reasoning to examine and explain how leader characteristics might alter the effect of abusive supervision on organizational inclusion. More specifically, we suggest that leader political skill (i.e., strategic source) and leader neuroticism (i.e., impulsive source) act as moderators of the relationship between abusive supervision and organizational inclusion. We integrate organizational justice and inclusion theories to demonstrate that abusive supervision can be interpreted as an unwelcoming experience that ultimately has the ability to turn employees into poor organizational citizens (i.e., decrease engagement of OCBs) and future quitters (i.e., increase of turnover intentions). Theoretical and practical implications are discussed.