A psychological contract for the digital mindset: Factor analysis of the Psychological Contract Inputs-Outcomes Inventory (PCIOI)

Deas, Alda; Coetzee, Melinde

doi:10.1080/14330237.2022.2066359

Cited by 1 publication

(4 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The items were rated on a 5-point Likert-type scale (1 = not at all; 5 = to a great extent). Construct validity and the internal consistency reliability of the scale were confirmed by Deas and Coetzee (2021) .…”

Section: Methodsmentioning

confidence: 73%

“…The psychological contract inputs-outcomes inventory (PCIOI; Deas and Coetzee, 2021 ), a multi-level 46-item scale, measures 4 dimensions of employees’ value-oriented psychological contract perceptions. The dimension of employee inputs measures perceptions about primary job performance responsibilities and secondary attitudinal responsibilities (12 items, e.g., “I feel obligated to meet performance requirements” and “I feel obligated to fulfil the organization’s vision, mission and its brand”).…”

Section: Methodsmentioning

confidence: 99%

“…The psychological contract inputs-outcomes inventory (PCIOI; Deas and Coetzee, 2021), a multi-level 46-item scale, measures 4 dimensions of employees' value-oriented psychological contract…”

Section: Instrumentsmentioning

confidence: 99%

“… Deas (2021) summarized these principles as the motivation of employees by their intra-motivation to maintain a balance between, on the one side, their own agreed upon attitudinal and performance-orientated inputs and efforts that they contribute within their jobs and tasks, and on the other hand, in exchange for their input and effort, the agreed upon outcomes from the organization. This perceived input-outcome balance incorporates the assessment of the equity and fairness ratio between the psychological career value requirements (that is, the agreed upon inputs delivered) and the expected agreed upon organizational outcomes ( Deas and Coetzee, 2021 ; Guan et al, 2021 ). Bal and Vink (2011) found that if the perception is present that a fair input-outcome is being achieved, and if employees believe that there is a balance between their personal goals, motives and values ( Payne et al, 2008 ), a positive psychological contract appraisal, high job satisfaction and affective organizational commitment will be reached.…”

Section: Literature Reviewmentioning

confidence: 99%

See 3 more Smart Citations

Psychological fortitude model for digitally mindset working adults

Potgieter

Ferreira

2022

Front. Psychol.

View full text Add to dashboard Cite

IntroductionThe inception of Industry 4.0 (which includes smart digital technologies and intelligence), as well as the rapidly enforced adoption of the technological revolution due to the lockdown regulations during the COVID-19 pandemic, brought new situational demands, challenges and opportunities for both employees and organizations across the globe. Individuals are required to develop personal enablers (both intrapersonal and intradigital attributes) to optimize their psychological fortitude. Research on the intrapersonal resources needed by employees to have the fortitude to adapt to remote working conditions as a result of the digital era, is currently lacking. The igital era brought about the question of how individuals’ career adaptability and career wellbeing (as a set of agile adaptable attributes) relate to their perceptions of the value-oriented psychological contract, and whether these intrapersonal resources can contribute to a psychological fortitude model for remote working employees.MethodThis study utilized a survey method to investigate the correlations between agile adaptable attributes and the valueoriented psychological contract of global digital-mindset human resource and financial service organizations. Based on further canonical correlations, structural equation modeling was conducted to develop and recommend a psychological fortitude model for remote working adults in the digital age.ResultsClose theoretical and empirical associations were found between career adaptability and career wellbeing (as agile adaptable variables) and the perceived value-orientated psychological contract.DiscussionThis study proposed a psychological fortitude model (consisting of intrapersonal resources) that organizations and career practitioners can use as a basis to enhance employees’ psychological fortitude in the digital age, as well as for further career research.

show abstract

Section: Methodsmentioning

confidence: 73%

Section: Methodsmentioning

confidence: 99%

Section: Instrumentsmentioning

confidence: 99%