[Re] defining the Psychological Contract Within Industry 4.0: An Expert Opinion Analysis

Chinyamurindi, Willie T.

doi:10.1007/978-3-030-63864-1_3

Cited by 4 publications

(6 citation statements)

References 42 publications

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“…The idea of sustainable organizations has taken emerged with renewed emphasis in the age of digitalization and globalization, where the focus has shifted to the requirements of the employees and ways to improve their working environment (Chinyamurindi, 2021). The dissemination of knowledge to the workforce is essential for a long-lasting business (Jilani et al, 2020), but the relationship between the employee and the employer is what matters most (Zhang et al, 2019a); however, these relationships are becoming more challenging as a result of current global issues.…”

Section: Sustainable Training Practices (Stp) and Psychological Contr...mentioning

confidence: 99%

Sustainable training practices: predicting job satisfaction and employee behavior using machine learning techniques

et al. 2023

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This study evaluates Sustainable Training Practices (STP) that promote organizational growth and ensure the attainment of sustainable HRM objectives. First, we employ Structural Equation Modelling to identify relationships between STP, Psychological Contract Fulfilment, Job Satisfaction, and Organizational Citizenship Behavior. Next, we build a predictive model using the RF Regression Supervised Machine Learning technique to identify the key predictors. Our findings indicate that employee happiness, expectation fulfilment, and behavior are highly dependent on the STPs offered to them. In addition, we find that machine learning is crucial because it reveals hidden features that are sometimes overlooked by conventional methods.

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Section: Sustainable Training Practices (Stp) and Psychological Contr...mentioning

confidence: 99%

Sustainable training practices: predicting job satisfaction and employee behavior using machine learning techniques

et al. 2023

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“…Endüstri 4.0 uygulamalarının iş tatmini (Jermsittiparsert, 2020;Kwiotkowska ve Gebczynska, 2022), psikolojik sözleşme (Chinyamurindi, 2021), iş stresi (Berglund, Omorede ve Backstrom., 2021; Sony ve Mekoth, 2022), tükenmişlik ve performansı (Pradipto ve Ibrahim, 2021), psikolojik sermaye ve örgütsel vatandaşlık davranışını (Aderibigbe, 2021a), iyi oluşlarını (Bavaresco ve diğerleri, 2021), örgüt kültürü (Mohelska ve Sokolova, 2018; Ziaei Nafchi ve Mohelská, 2020) üzerindeki etkilere yönelik çalışmalar bulunmaktadır. Bununla birlikte endüstri 4.0'a geçişte yaşanacak tereddütler kapsamında örgütlerin işten ayrılma niyetinin maliyetlerine katlanmaktan kaçınmaları (Shabur ve Hridoy, 2021:4) vurgulanmıştır.…”

Section: 3endüstri 40 Ve öRgütsel Davranış Konularıyla İlgili çAlışm...unclassified

A Bibliometric Review of Industry 4.0 from Organizational Behavior Perspective

ŞEVİK¹

2023

Dumlupınar Üniversitesi Sosyal Bilimler Dergisi

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Bu çalışma endüstri 4.0’la birlikte yaşanan dönüşümde örgütsel davranış konularının bu sürece ne kadar uyum sağladığını tespit etmek amacıyla yapılmıştır. Bu kapsamda akademik çalışmalarda endüstri 4.0 ile örgütsel davranış konularının birlikte çalışılma seviyeleri değerlendirilmiştir. Araştırma kapsamında endüstri 4.0’ın örgütsel davranış konularıyla beraber incelendiği çalışmalar Web of Science veri tabanından alınmıştır. Ulaşılan veriler WOSviewer 1.6.18 programı kullanılarak bibliyometrik analiz yapılmıştır. 02 Mayıs 2023 tarihi itibariyle Web of Science veri tabanında endüstri 4.0 ile ilgili 21422 çalışma tespit edilmiştir. Bu çalışmalardan sadece 546 tanesi (%2.5’i) yönetim alanında endüstri 4.0’ın örgütsel davranış konularıyla beraber incelendiği çalışmalar olarak tespit edilmiştir. Literatürde endüstri 4.0’ın çoğunlukla teknik konularla beraber çalışıldığı, örgütsel davranış konularının yani insan unsurunun ikinci planda kaldığı ve endüstri 4.0’ın gelişim hızıyla örgütsel davranış konularının çalışılma hızı arasında uyum olmadığı sonucuna ulaşılmıştır. Çalışma kapsamında gelecekte yapılacak çalışmalara endüstri 4.0 ile örgütsel davranış konularının birlikte daha fazla çalışılmasına yönelik tavsiyelerde bulunulmuştur.

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“…These practices mean that employees’ psychological contracts should be renewed or adjusted ( Dhanpat et al, 2019 ). According to the study conducted by Chinyamurindi (2021) , while the acceleration of the 4IR does pose threats and affect the psychological contract, there is a greater need for HR to be a strategic business partner, increasing the need for the psychological contract. Malik et al (2022) add that the use of digital technology can be cost-effective and enhance the overall employment experience of employees and thereby resulting in employee commitment, satisfaction, and reduced turnover.…”

Section: Literature Reviewmentioning

confidence: 99%

The influence of the psychological contract on employee engagement in a South African bank

2022

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The workplace is characterised by numerous contracts of agreement that an employee and employer must sign to formalise their employment relationship. The informal agreement, known as the psychological contract, is often overlooked, although it is pivotal in determining the engagement of employees in an organisation. This study aimed to probe the perceptions line managers have of the influence of the psychological contract on employee engagement in a South African bank with a particular focus on how the integration of technologies from the Fourth Industrial Revolution may have impacted the workplace in the banking sector. The study was carried out using a qualitative research approach. A purposive random sampling strategy was used to select participants who were interviewed using semi-structured, one-on-one interviews. The data collected were analysed using thematic analysis, and verbatim quotes were used to support emergent themes. The findings of the study revealed that continuous change in the world, exacerbated by the COVID-19 pandemic, influences employee expectations. Thus, organisations must be able to quickly adapt and adjust their talent attraction and retention mechanisms. Talent management, the nature of the business, structure and operations, the nature of the work environment, and emotional needs are the themes that emerged from the study. With the constant change in the world of work, including industry disruptions continually imposed by the 4IR and other factors, employees’ expectations are ever-changing. Thus, organisations must keep adapting to attract and retain talent. This study adds value by addressing various aspects aligned with competitively adjusting to the current and future world of work.

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[Re] defining the Psychological Contract Within Industry 4.0: An Expert Opinion Analysis

Cited by 4 publications

References 42 publications

Sustainable training practices: predicting job satisfaction and employee behavior using machine learning techniques

Sustainable training practices: predicting job satisfaction and employee behavior using machine learning techniques

A Bibliometric Review of Industry 4.0 from Organizational Behavior Perspective

The influence of the psychological contract on employee engagement in a South African bank

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