Managing psychological contracts in the era of the “new” career

Geiser, Christian; Gerber, Marius; Grote, Gudela; Raeder, Sabine

doi:10.1080/1359432x.2011.553801

Cited by 25 publications

(32 citation statements)

References 49 publications

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“…They will consider whether they should go back to headquarters or quit to other multinational corporations. Marius, Gudela, Christian, and Sabine (2012)also got a similar conclusion by an empirical study [26].…”

Section: Psychological Contractssupporting

confidence: 60%

The Career Path of Expatriates at Repatriation

Zhou¹

2015

JOEBM

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Abstract-Increasing globalization in the economic and other social areas has led to more and more expatriate assignment. Because much of this expatriate assignment has some problems, expatriates' career has been respected very much. Many scholars consider that it has significant relation with expatriates' psycological contract. By reviewing expatriate career management related literature (Career Theory and Psycological Contract related researches) and analyzing through three dimensions (individual, organizational and global envionment), this research offers a theoretical framework with 4 propositions for future research on expatriate career path at repatriation.

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Section: Psychological Contractssupporting

confidence: 60%

The Career Path of Expatriates at Repatriation

Zhou¹

2015

JOEBM

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“…On the basis of these attitudes, people can be assumed to assess and to react to situations in different ways, suggesting a moderating influence. Gerber, Grote, Geiser, and Raeder () provided one of the rare studies that have empirically determined career orientations as a moderating factor. Their findings show that, depending on their career orientation, people react differently to psychological contract breaches.…”

Section: The Impact Of Career Orientation On the Job Satisfaction–turmentioning

confidence: 99%

“…For these two career orientations, job satisfaction is considered to have a more relevant impact on turnover intention. In particular, for promotion‐focused individuals, the high willingness to stay in an organization is assumed to be coupled with specific expectations regarding internal career development, which, unless they are met, may further the intention to quit (Gerber et al, ; Weng & McElroy, ). Disengaged individuals have been found to be committed less either to work in general or to a particular organization and, therefore, may be ready to leave whenever a particular job situation proves to be unsatisfactory in any way (Grote & Staffelbach, ).…”

Section: The Impact Of Career Orientation On the Job Satisfaction–turmentioning

confidence: 99%

How career orientation shapes the job satisfaction–turnover intention link

Tschopp

Grote

Gerber³

2013

J Organ Behavior

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Summary This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independent and loyalty‐focused career orientations than for promotion‐focused and disengaged employees. Regarding the dynamic relationship between job satisfaction change and turnover intention change, however, independent and loyalty‐focused employees differed: An increase (decline) in job satisfaction was more strongly related to a decline (increase) in turnover intention for independent employees than for loyalty‐focused employees. These findings provide new insights into the differential dynamics involved in assessing work situations and responding to them based on different career aspirations and interests. Consequences for research and practice regarding more effective human resource management are discussed. Copyright © 2013 John Wiley & Sons, Ltd.

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“…Örneğin psikolojik sözleşme algıları ile örgütsel bağlılık ve vatandaşlık davranışları arasındaki ilişkilerin incelendiği çalışmalar, psikolojik sözleşmenin örgütlerdeki önemine vurgu yapmaktadır çalışmalar (Coyle-Shapiro, 2002;Coyle-Shapiro ve Kessler, 2000;Doğan ve Demiral, 2009;Hui, Lee ve Rousseau, 2004;Karcıoğlu ve Türker, 2010;Lapointe, Vandenberghe ve Boudrias, 2013). Ayrıca psikolojik sözleşme ile örgütsel güven (Atkinson, 2007;Kingshott, 2006;Yılmaz, 2012), iş doyumu (Dikili ve Bayraktaroğlu, 2013;Gerber, Grote, Geiser ve Raeder, 2012;Özler ve Ünver, 2012) ve iş performansı (Turnley, Bolino, Lester ve Bloodgood, 2003) arasındaki ilişkilere odaklanan çalışmalar da örgüt içindeki bu davranışların psikolojik sözleşme ile ilişkili olduğunu göstermektedir.…”

Section: Psikolojik Sözleşmeunclassified

The Role of Leader Empowering Behaviours in Psychological Contract at High Schools

Koçak

Burgaz

2017

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Managing psychological contracts in the era of the “new” career

Cited by 25 publications

References 49 publications

The Career Path of Expatriates at Repatriation

The Career Path of Expatriates at Repatriation

How career orientation shapes the job satisfaction–turnover intention link

The Role of Leader Empowering Behaviours in Psychological Contract at High Schools

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