Psychological Contracts

Coyle‐Shapiro, Jacqueline A‐M.; Parzefall, Marjo‐Riitta

doi:10.4135/9781849200448.n2

Cited by 82 publications

(90 citation statements)

References 15 publications

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“…Watch Commanders could hold confidential one-to-one meetings with individual firefighters to provide a Bsafe^environment in which perceived breaches can be discussed (Lester et al 2007). Moreover, senior management should avoid creating any further distance between themselves and their employees because this would give the impression that the employer is less inclined about the relationship with their employees (Coyle-Shapiro and Prazefall 2008). It is positive that so many of the interviewees viewed their direct employer (the UKFRS) in a positive light.…”

Section: Discussionmentioning

confidence: 99%

An Interview Study of the Experiences of Firefighters in Regard to Psychological Contract and Stressors

Duran

Woodhams

Bishopp

2018

Employ Respons Rights J

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As the first qualitative study of its kind, this study explored firefighters' beliefs and experiences about the psychological contract between themselves as employees and their employer, workplace stress, stress-management strategies, and their wellbeing. Eleven interviews were conducted with active firefighters from multiple fire stations in the UK. The interviews were recorded and transcribed verbatim. The transcripts were analysed using framework analysis. Five superordinate themes were identified and labelled as 'Motives', 'Mutual obligations', 'Stressors and their effects', 'Moderators', and 'Retention factors', each of which contained lower level sub-themes. Psychological contract (PC) is a useful construct to measure firefighters' perceived obligations as their responses reflected multiple facets of PC theory. The current climate of austerity measures appears to be negatively impacting on firefighters in terms of reducing numbers and placing higher task demands on those remaining. Thus, making it very difficult for the UK Fire and Rescue Service (UKFRS) to meet the perceived obligations of their employees. The findings have implications for human resource departments within UKFRS trying to manage the impact of funding cuts and they highlight the potential value of the PC as a construct around which such issues can be explored.

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Section: Discussionmentioning

confidence: 99%

An Interview Study of the Experiences of Firefighters in Regard to Psychological Contract and Stressors

Duran

Woodhams

Bishopp

2018

Employ Respons Rights J

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“…In lower-income contexts, where material poverty is greater -and from an economically lower baseline, the same wage increment in monetary units may make more of a "noticeable difference", psychologically, to perceived standard of living (Carr, 2013). In comparatively low-paid jobs, therefore, pay could become a comparatively salient element in the "psychological contract" between employee and employer (Coyle-Shapiro and Parzefall, 2008;Arrowsmith and Parker, 2013), including employer representatives such as supervisors (Rupp and Cropanzano, 2002).…”

Section: Justicementioning

confidence: 99%

The living wage: Theoretical integration and an applied research agenda

Carr

Parker

Arrowsmith

et al. 2016

International Labour Review

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“…Absolute and relative indicators of thriving at work might therefore be respectively conceptualised as Reciprocity (Ba fair day's work for a fair day's pay^) and as being informed by Upward Comparison, namely, comparing one's position on the pay ladder at work (Carr 2003;Harris et al 2008). Remunerative justice may be especially salient at lower ends of the wage distribution, where it makes more of a noticeable difference (to quality of life, and work life) and is a more salient element in the psychological contract between employer and employee (Arrowsmith and Parker 2013;Coyle-Shapiro and Parzefall 2008;MacLachlan et al 2012). Pay justice (reciprocity and upward comparison) was therefore measured in this study.…”

Section: Anti-poverty Capabilitymentioning

confidence: 99%

Humanistic Management and Living Wages: a Case of Compelling Connections?

et al. 2017

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The balance between employee pay and human thriving remains theoretically and empirically under-explored at the lower-end of the wage and income spectrum. Poverty Trap theory and the Law of Diminishing Returns offer seemingly contradictory predictions of the relationship between thriving and wages. An exploratory survey of low-and middleincome earners from a range of occupations was used to test these competing possibilities by relating hourly wage rates to thriving as measured by sense of (i) work happiness (job satisfaction, empowerment, and pride), (ii) well-being (mental and physical health, participation in community life, life satisfaction); and (iii) wage fairness (compared to upper management, reciprocity for the job). Linkages between pay and human capabilities (i)-(iii) were statistically significant, and non-linear. Fairness (reciprocity) had the closest association with hourly wages and household income, suggesting a mediating role between pay and (i)-(ii). Increments in hourly pay yielded diminishing returns, whilst increments in household income only yielded clear gains, on feelings of pay justice, once the current campaigned-for living wage figure was breached. Poverty Traps and Diminishing Returns may each play a part in the link between on the one hand decent wages and income, and on the other hand eradication of working poverty.

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Psychological Contracts

Cited by 82 publications

References 15 publications

An Interview Study of the Experiences of Firefighters in Regard to Psychological Contract and Stressors

An Interview Study of the Experiences of Firefighters in Regard to Psychological Contract and Stressors

The living wage: Theoretical integration and an applied research agenda

Humanistic Management and Living Wages: a Case of Compelling Connections?

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