Supervisor Psychological Contract Management

Petersitzke, Maida

doi:10.1007/978-3-8349-8194-3_6

Cited by 14 publications

(7 citation statements)

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“…None of the control variables are significantly correlated with any of the dependent variables. Petersitzke ( 2009 ) suggests using only the control variables significantly correlated with the dependent variable because using non-significant terms can affect the coefficient values for significant terms in regression model. Accordingly, we have not included the control variables in the final analysis.…”

Section: Methodsmentioning

confidence: 99%

How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model

et al. 2016

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The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail.

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Section: Methodsmentioning

confidence: 99%

How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model

et al. 2016

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“…There was no significant correlation between the control variables with task-related EGB and voluntary EGB. According to Petersitzke [78], insignificant control variables can influence the values of the model's significant variables. As a result, the model does not incorporate the control variables.…”

Section: Descriptive Statistics and Correlation Analysismentioning

confidence: 99%

How Do Green Human Resource Management Practices Encourage Employees to Engage in Green Behavior? Perceptions of University Students as Prospective Employees

Ercantan

Eyupoglu

2022

Sustainability

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This study measured the perceptions of prospective employees (university students) towards organizations practicing green human resource management and how these perceptions could influence their future green behavior in the workplace. The sample of the study consisted of students from the largest university in North Cyprus and 400 questionnaires were administered with 342 valid responses being returned. The data was tested by confirmatory factor analysis by using analysis of moment structures (AMOS) software version 24.0 and factor, regression, and correlation analyses were conducted. The data analysis revealed that green human resource management had a direct influence on prospective employees’ perceived green task-related and voluntary behaviors and an indirect influence via the mediation of psychological green climate perception. The importance of incorporating sustainable dimensions within HRM departments, as well as the function of GHRM practices in achieving sustainability, was highlighted in this study. This study further contributes to the literature of behavioral HRM and focuses on the green side of HRM to contribute to the environmental management literature as well as providing insight into prospective employees’ (students) perceptions of GHRM practices, which will create an impact on their future green workplace behaviors.

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“…The control variables did not have a significant correlation with OCB-I and OCB-O. Petersitzke (2009) suggests that the non-significant control variables can affect the values of the significant variables in the model. Therefore, the control variables have not been included in the model.…”

Section: Reliability Validity and Common Methods Biasmentioning

confidence: 81%

Does teachers’ perceived corporate social responsibility lead to organisational citizenship behaviour? The mediating roles of job satisfaction and organisational identification

Çek

Eyupoglu

2019

SAJBM

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Background: Corporate social responsibility (CSR) literature indicates that employees develop positive organisational behaviour towards their organisation when their organisation is perceived as being socially responsible. Such organisational behaviours include organisational citizenship behaviour (OCB), job satisfaction and organisational identity.Objectives: The main objective of this study was to provide empirical evidence as to whether teachers’ perceptions of their schools’ CSR influence their OCB as well as to indicate the mediating role of organisational identification and job satisfaction in this relationship.Setting: Corporate social responsibility is a valuable way for organisations to promote favourable employee behaviours.Method: Data were collected through the use of a questionnaire from 260 teachers working at high schools in North Cyprus. Structural equation modelling was employed to test the hypotheses.Results: The results of this study suggested that employees’ perceptions of CSR positively influence their OCB when job satisfaction and organisational identification mediate the relationship.Conclusion: The results of this study indicate that as long as employees are satisfied with their jobs and as long as they identify with their organisation, CSR favourably influences their voluntary behaviour, which in turn influences the overall performance of the organisation.

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Supervisor Psychological Contract Management

Cited by 14 publications

References 0 publications

How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model

How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model

How Do Green Human Resource Management Practices Encourage Employees to Engage in Green Behavior? Perceptions of University Students as Prospective Employees

Does teachers’ perceived corporate social responsibility lead to organisational citizenship behaviour? The mediating roles of job satisfaction and organisational identification

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