You care about me, but can I count on you? Applying a psychological contract perspective to investigate what makes employees <i>willing</i> to be internally employable

Solberg, Elizabeth; Lapointe, Émilie; Dysvik, Anders

doi:10.1080/09585192.2020.1737832

Cited by 9 publications

(5 citation statements)

References 73 publications

(113 reference statements)

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“…What these studies show is that organizations use development-related investments to signal that they care about their employees' employability, and this investment triggers reciprocating behavior among employees, such as increased employee engagement. For example, employers create a powerful message of commitment to the workforce which is likely to generate a positive response from employees (Solberg et al , 2020). Employees positively respond to the fulfillment of developmental promises by showing a willingness to adapt to business needs.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

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Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

Liu

Zhang

Fang

2021

IJWHM

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PurposeEmployee health is a major challenge for enterprises. Fostering a healthy work environment and promoting employee engagement are key to addressing this challenge. Health-promoting leadership and employee health are the driving forces of corporate development; at the same time, employability is the core element of employee relations. Based on self-determination theory, this study aims to explore the effects of health-promoting leadership and employee health on employee engagement in light of employee employability.Design/methodology/approachThe data of this study encompass 723 valid questionnaires from employees of MSME in China. This study focuses on health-promoting leadership and employee health, engagement relationship and the above relationship moderating by employability.FindingsHealth-promoting leadership plays a key role in the workplace, results show that health-promoting leadership has a positive impact on employee health and employee engagement, while employee health did not have a positive effect on employee engagement. Employability negatively moderated the relationship between employee health and employee engagement.Research limitations/implicationsThis study is based on cross-sectional survey data collected at the COVID-19 pandemic. The pandemic rapidly and continuously changed the organizational responses to employee health. Future studies could utilize longitudinal methods or focus on measurement instruments of the culture of health, to create additional insights about health promoting.Originality/valueThis study adds important knowledge regarding health-promoting leadership and employee health in Chinese MSMEs, an area for which limited research exists. The findings provide insights and knowledge about health-promoting leadership how to affect employee health and to improve engagement outcomes. The findings also identify the moderating role of employability.

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Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

“…The answer is yes. This is in addition to the role that leadership plays in facilitating employability by way of providing developmental support (Solberg et al , 2020).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

Liu

Zhang

Fang

2021

IJWHM

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“…Therefore, increased perceived employability is considered a successful psychological contract fulfilment. Breach of the psychological contract by the employer may lead to negative beliefs about employees' capabilities [29]. However, employees with high perceived employability have the autonomy to bargain with the organisation and respond to changes in the psychological contract in a positive state, resulting in negotiating more win-win psychological contracts and increased well-being [30][31].…”

Section: Perceived Employabilitymentioning

confidence: 99%

Exploring the Impact of the Psychological Contract on the Well-being of the New Generation of Employees in the Chinese Context

Han

2024

LNEP

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The fulfilment of the psychological contract is an exchange of reciprocity and benefits, making employees feel that their needs and expectations are met, thus enhancing their well-being. As the new generation of employees flourishes and becomes the central human resource of Chinese organisations, the effect of the psychological contract on them is even more worth discussing. This study considered the mediating role of perceived employability and the moderating role of non-traditional work patterns to construct a model of the relationship between psychological contracts and employee well-being. This study collected and analysed data from 300 younger-generation employees from China through an online questionnaire. The study's results indicate that psychological contracts have a significant positive effect on employee well-being. Perceived employability produced a partial mediating effect. Non-traditional work patterns negatively moderated the positive influence relationship between the psychological contract and employee well-being. This study may not be able to track the long-term impact of the psychological contract on the well-being of young employees and is limited to the Chinese context. However, these findings enrich the psychological contract research and provide HR practitioners, employers, and employees with valuable references for management practices.

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“…Thus, unmet expectations may weaken the employer-employee relationship. Supervisor support is reflected in feedback, learning and development opportunity (Rafferty and Griffin, 2006), which contributes to the fulfillment of psychological contract (Solberg et al, 2020). In the organization, supervisors are representatives and have a direct daily contact with their subordinates and colleagues (Aselage and Eisenberger, 2003).…”

Section: Well-being and Innovative Behaviormentioning

confidence: 99%

“I am OK when you are with me” – Understanding the well-being and innovative behavior in the digitized workspace

Karani

Mehta²

2021

IJSSP

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PurposeThe study aimed at understanding the relationship between supervisor and coworker support, psychological contract fulfillment, work engagement, well-being (different forms) and innovative behavior in the digitized workspace during the coronavirus disease 2019 (COVID-19) pandemic.Design/methodology/approachData were collected via a structured questionnaire through Google Docs from 239 respondents working in the sales department of the consumer durable industry through snowball sampling.FindingsSupervisor and coworker support was positively contributing to psychological contract fulfillment. Further, psychological contract fulfillment was positively contributing to work engagement. Along with innovative behavior, four forms of well-being, i.e. emotional, psychological, workspace and life were studied as outcome variables. Work engagement positively contributes to innovative behavior and well-being.Research limitations/implicationsThe study examined the relationship between various organizational variables in consumer durable industry. Future work should involve studying the effect in other industries and functional areas.Practical implicationsThe study examined how the supervisor and coworker act as an enabler in fulfilling the psychological contract in the digitized workspace. Organizations also understand the importance of work engagement in maintaining well-being and innovative behavior.Originality/valueThe paper initiates the important debate on well-being and innovative behavior in the digitized workspace for the sales employees of the consumer durable industry.

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You care about me, but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable

Cited by 9 publications

References 73 publications

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable

Exploring the Impact of the Psychological Contract on the Well-being of the New Generation of Employees in the Chinese Context

“I am OK when you are with me” – Understanding the well-being and innovative behavior in the digitized workspace

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