Supervisor Psychological Contract Management

Petersitzke, Maida

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

Cited by 18 publications

(9 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Our results demonstrated that none of the control variables was significantly related to any of the dependent variables. The research suggested that the incorporation of control variables, which are insignificantly associated with the dependent variable, can influence the coefficient values for significant terms in the regression model (Petersitzke, 2009). Accordingly, we have not incorporated any demographic variables in the final model.…”

Section: Discussionmentioning

confidence: 99%

The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

Naeem

Channa

Hameed

et al. 2020

View full text Add to dashboard Cite

PurposeIn this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment.Design/methodology/approachThe authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan.FindingsThe findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment.Practical implicationsOn practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign.Originality/valueThis study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.

show abstract

Section: Discussionmentioning

confidence: 99%

The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

Naeem

Channa

Hameed

et al. 2020

View full text Add to dashboard Cite

show abstract

“…Thousands of excellent book pages have been written about the theoretical, conceptual, and empirical work on psychological contracts (e.g., Conway & Briner, 2005;Guest & Conway, 2000, 2001, 2004Guest, Isaksson, & De Witte, 2010;Kiazad, 2010;Petersitzke, 2009;Rousseau, 1995Rousseau, , 2015Rousseau & Schalk, 2000). It was not our objective to repeat, update, or revise the content of these different books.…”

Section: Objectives Of This Bookmentioning

confidence: 99%

“…It was not our objective to repeat, update, or revise the content of these different books. That is, we did not focus the book to a particular topic (e.g., cross-national perspectives- Rousseau & Schalk, 2000; supervisor psychological contract management- Petersitzke, 2009). Instead we included a broad range of critical evaluations of existing psychological contract research and paradigms such as a critical reflection of five decades of psychological contract research (Chapter 1), how mutuality and reciprocity relate to psychological contracting (Chapter 2), how psychological contract theory is in need of more conceptual clarity and a further refinement of what breach and violation imply (Chapter 3), how psychological contract literature may benefit from lessons learned in emotion research (Chapter 4), and how psychological contract researchers see the future of the field (Chapter 5).…”

Section: Objectives Of This Bookmentioning

confidence: 99%

Introduction to the Handbook of Research on the Psychological Contract at Work

Griep¹,

Cooper²

2019

Handbook of Research on the Psychological Contract at Work

View full text Add to dashboard Cite

The psychological contract is "an individual's beliefs regarding the terms and conditions of a reciprocal exchange agreement between the focal person and another party" (Rousseau, 1989, p. 123). The psychological contract represents the employee's mental model or cognitive schema about the exchange relationship with the employer. This schema comprises the employee's perceived mutual obligations to contribute certain resources (e.g., time, loyalty, work effort) to the organization, as well as the organization's obligation to contribute certain resources (e.g., competitive pay, training and development, flexible working hours) in return. The psychological contract influences the employee's interpretation of employer actions (or non-actions) and guides employee emotions, attitudes, and behavior toward the organization. Decades of research have shown that perceived psychological contract fulfillment is associated with positive employee attitudes and behaviors, whereas perceived psychological contract breach is associated with negative such reactions (for a meta-analysis see Bal,

show abstract

“…Bu nedenle, MEÖ faaliyetlerinin örgütsel etkileri, sosyal değişim ve psikolojik sözleşme teorileri (bkz. Petersitzke, 2009;Birtch vd., 2016) İlişkinin yönü konusunda teorik bir beklenti olmadığından, hipotezlerde negatif ya da pozitif bir ilişki belirtilmemiştir. Bu hipotezler doğrultusunda, tahmin edilmek üzere üç farklı yatay-kesit modeli oluşturulmuştur.…”

Section: Araştırma Kapsamı Hipotezler Ve Modellerunclassified

“…Bu nedenle, MEÖ faaliyetlerinin örgütsel etkileri, sosyal değişim ve psikolojik sözleşme teorileri (bkz. Petersitzke, 2009;Birtch vd., 2016) çerçevesinde üç farklı hipotez ile temsil edilmiştir. H1: Mesleki eğitim/öğretime örgütsel destek ve bu desteğin seviyesi çalışanların işletmelerini terk etme eğilimlerini etkilemektedir.…”

Section: Hipotezler Ve Modellerunclassified

The Effect of Vocational Training/Education Activities on Employee Leaving Tendency in Organisations: A Survey-Based Research on Practices in Turkey

Demiral¹

2017

Gaziantep University Journal of Social Sciences

View full text Add to dashboard Cite

Özİş örgütlerinin sunduğu mesleki eğitim/öğretim (MEÖ) hizmetlerinin, çalışanların örgütlerini terk etme eğilimine etkisi üzerine iki farklı görüş bulunmaktadır. Ampirik olarak daha çok desteklenen olumlu yaklaşım, örgütlerin sağladığı MEÖ faaliyetlerinin, çalışanların örgütsel bağlılığını artırdığını ortaya koymaktadır. Daha çok teorik açıklamalarda yer verilen olumsuz yaklaşım ise, çalışanlara sunulan MEÖ hizmetlerinin onların işletmeyi terk etme eğilimlerini artırarak örgütlere, yüksek işgücü devrine bağlı yeni maliyetler yüklediğini savunmaktadır. Küresel yazında, her iki yaklaşımı da destekleyen çalışmalar bulunmakla birlikte, Türkiye üzerine yapılan çalışmalarda, MEÖ hizmetlerinin muhtemel olumsuz etkilerinin dikkate alınmadığı görülmektedir. Bu eksikliğe dikkat çekmeyi amaçlayan bu çalışma, örgütlerin sunduğu MEÖ faaliyetlerinin, çalışanların başka işletmelere yönelme eğilimini etkileyip etkilemediğini, Türkiye'nin imalat sanayii sektörlerinde faaliyet gösteren ve bir şekilde çalışanlarına MEÖ hizmeti sunmuş işletmeler örneğinde incelemektedir. Seçilen 25 işletmedeki 198 çalışandan elde edilen anket verileri ile yapılan farklı analiz sonuçları, MEÖ programlarının çalışanların işletmeyi terk etme eğilimini artırmadığını, aksine mesleki eğitim/öğretime örgütsel destek ve çalışanların mesleki eğitim/öğretimden tatmin düzeylerinin, çalışanların örgütlerini terk etme eğilimini azalttığını ortaya koymaktadır. Üstelik, çalışanların MEÖ isteği ile işletmelerini terk etme eğilimleri arasında anlamlı bir pozitif ilişki bulunmuştur. Tüm sonuçlar, MEÖ faaliyetlerinden hem işveren hem de çalışanların kazançlı çıkacakları hipotezini desteklemekte ve işletmelerdeki insan kaynakları birimlerinin MEÖ faaliyetlerini artırmalarının gerekliliğini ortaya koymaktadır. Anahtar Kelimeler: Mesleki eğitim/öğretim, terk etme eğilimi, örgütsel bağlılık, tutmak için eğit/öğret. AbstractThere are two different approaches concerning the effects of vocational training/education (VTE) services delivered by business organisations on employees' leaving tendencies. The positive approach, which is empirically well-supported as well, indicates that the VTE activities lead to increases in organisational commitments of employees. The negative approach, which is mostly restricted to theoretical explanations, predicts that the VTE services offered to employees charge high turnover-related new costs to organisations by increasing the leaving tendencies of employees. Even there are studies supporting both approaches in the global literature, the studies on Turkey seem to be ignoring the unfavourable impacts of VTE services. For the purpose of highlighting this negligence, utilising a sample of businesses those have been operating in Turkey's manufacturing sectors and somewhat have provided a VTE opportunity to their employees, this study examines whether or not the VTE activities of organisations influence employees' tendencies to leave current organisations for others. Results from several analyses based on a data set collected from 198 employees ...

show abstract

Supervisor Psychological Contract Management

Cited by 18 publications

References 0 publications

The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

Introduction to the Handbook of Research on the Psychological Contract at Work

The Effect of Vocational Training/Education Activities on Employee Leaving Tendency in Organisations: A Survey-Based Research on Practices in Turkey

Contact Info

Product

Resources

About