Psychological contract breach and job attitudes: A meta-analysis of age as a moderator

The relations between work centrality, psychological contracts, and job attitudes: The influence of age

“…The employment relationship is conceptualized in terms of psychological contracts between employees and their organizations, which have been found to have a positive impact on job attitudes and work behaviors (see e.g., Bal, De Lange, Jansen, & Van der Velde, 2008;Zhao, Wayne, Glibkowski, & Bravo, 2007). However, there is little research available on individual differences in perceptions of the nature of the psychological contract.…”

“…However, there is little research available on individual differences in perceptions of the nature of the psychological contract. For instance, it has been suggested that age plays an important role in psychological contracts (Bal et al, 2008;Schalk, 2004). Furthermore, Herriot and Pemberton (1997) argued that negotiation of psychological contracts may be influenced by individual needs and preferences; since for some people, work forms an important aspect of life, they may be more highly motivated to negotiate a favorable psychological contract with their organization.…”

When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus

“…Moreover, extant research has shown that psychological contract breach strongly relates to job attitudes, intentions, and behaviours (Zhao, Wayne, Glibkowski, & Bravo, 2007). As a result, psychological contract is currently one of the most influential employment concepts; especially in relation to ageing at work (Bal et al, 2008).…”

“…Earlier research has revealed significant age differences in relations between psychological contract breach and work-related outcomes like job satisfaction, commitment and job turnover (Bal, De Lange, Jansen, & Van der Velde, 2008), and pointed to possible underlying age-related changes, such as a changing time perspective (perceptions of the individual's future), that may explain these effects (Bal, Jansen, Van der Velde, De Lange, & Rousseau, 2010). Although older workers have attracted considerable research interest during the past decades, few empirical studies have explicitly examined the moderating effects of age-related variables in longitudinal relations between psychological contract breach and intrinsic work motivation (Bal et al, 2008;Kanfer & Ackerman, 2004).…”

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

“…For example, Raja et al (2004) report that tenure affects contract dynamics as they may change over the course of an individual's career. We controlled for age because research suggests that older employees often respond to breach differently than younger employees (Bal et al, 2008). Research has also suggested that these control variables are important to understanding turnover (Cohen, 1992).…”