The Moderating Effects of Causality Orientations on Psychological Contract Breach PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download The Moderating Effects of Causality Orientations on Psychological Contract Breach PDF full book. Access full book title The Moderating Effects of Causality Orientations on Psychological Contract Breach by Sim Tess Pak. Download full books in PDF and EPUB format.
Author: Sim Tess Pak
Publisher:
ISBN: 9781374668898
Category :
Languages : en
Pages :
Get Book Here
Book Description
This dissertation, "The Moderating Effects of Causality Orientations on Psychological Contract Breach: Outcome Relationship" by Sim, Tess, Pak, 白嬋, was obtained from The University of Hong Kong (Pokfulam, Hong Kong) and is being sold pursuant to Creative Commons: Attribution 3.0 Hong Kong License. The content of this dissertation has not been altered in any way. We have altered the formatting in order to facilitate the ease of printing and reading of the dissertation. All rights not granted by the above license are retained by the author. Abstract: Abstract of thesis entitled The Moderating Effects of Causality Orientations on Psychological Contract Breach - Outcome Relationship Submitted by PAK, Sim Tess for the degree of Doctor of Philosophy at The University of Hong Kong in June 2007 From employees' perspective, psychological contract breach refers to the perception that the employer has failed to fulfill the promised obligations with them. The unfulfillment violates the norm of reciprocity which is fundamental to the continuation of an exchange relationship and the mutual trust involved. Earlier research has reported various negative responses to psychological contract breach. The assumption of power equality in the employer-employee relationship is, however, less discussed. This study points out that the employer, by reneging on the promises, is accentuating the controlling power over the employees. The importance of free choice has, however, been unequivocally demonstrated by the research on self-determination. Causality orientations, involving the idiosyncratic regulation of behaviors towards an autonomy-thwarting environment, are hypothesized to moderate individual responses to psychological contract breach. This study recruited 254 Chinese employees and demonstrated the robust effects of psychological contract breach. Participants' intention to quit the relationship increases (r= .35, pDOI: 10.5353/th_b3858791 Subjects: Contracts - Psychological aspects Breach of contract Employees - Psychology
Author: Sim Tess Pak
Publisher:
ISBN: 9781374668898
Category :
Languages : en
Pages :
Get Book Here
Book Description
This dissertation, "The Moderating Effects of Causality Orientations on Psychological Contract Breach: Outcome Relationship" by Sim, Tess, Pak, 白嬋, was obtained from The University of Hong Kong (Pokfulam, Hong Kong) and is being sold pursuant to Creative Commons: Attribution 3.0 Hong Kong License. The content of this dissertation has not been altered in any way. We have altered the formatting in order to facilitate the ease of printing and reading of the dissertation. All rights not granted by the above license are retained by the author. Abstract: Abstract of thesis entitled The Moderating Effects of Causality Orientations on Psychological Contract Breach - Outcome Relationship Submitted by PAK, Sim Tess for the degree of Doctor of Philosophy at The University of Hong Kong in June 2007 From employees' perspective, psychological contract breach refers to the perception that the employer has failed to fulfill the promised obligations with them. The unfulfillment violates the norm of reciprocity which is fundamental to the continuation of an exchange relationship and the mutual trust involved. Earlier research has reported various negative responses to psychological contract breach. The assumption of power equality in the employer-employee relationship is, however, less discussed. This study points out that the employer, by reneging on the promises, is accentuating the controlling power over the employees. The importance of free choice has, however, been unequivocally demonstrated by the research on self-determination. Causality orientations, involving the idiosyncratic regulation of behaviors towards an autonomy-thwarting environment, are hypothesized to moderate individual responses to psychological contract breach. This study recruited 254 Chinese employees and demonstrated the robust effects of psychological contract breach. Participants' intention to quit the relationship increases (r= .35, pDOI: 10.5353/th_b3858791 Subjects: Contracts - Psychological aspects Breach of contract Employees - Psychology
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages :
Get Book Here
Book Description
Author: Eoin Rochford
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
Get Book Here
Book Description
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages :
Get Book Here
Book Description
Author: Janet Kim
Publisher:
ISBN:
Category : Contracts
Languages : en
Pages : 88
Get Book Here
Book Description
Author: Neil Conway
Publisher: Oxford University Press, USA
ISBN: 0199280649
Category : Business & Economics
Languages : en
Pages : 241
Get Book Here
Book Description
How can we understand the relationship between employer and employee? What determines the give and take of such relationships and what happens when they go wrong? This text is a comprehensive overview of what is now the major way of trying to understand the employment relationship - the concept of the psychological contract.
Author: Denise M. Rousseau
Publisher: SAGE
ISBN: 9780761916819
Category : Business & Economics
Languages : en
Pages : 338
Get Book Here
Book Description
Contains 15 essays which discuss from diverse national perspectives obligations workers owe their employers and those owed by employers to their employees.
Author: Nele De Cuyper
Publisher: Routledge
ISBN: 1351940457
Category : Business & Economics
Languages : en
Pages : 252
Get Book Here
Book Description
Temporary employment contracts are now commonplace in business. However the move towards such employment structures has a significant, and hitherto little understood impact on 'the psychological contract' between employee and organizations. This book is amongst the first to tackle this problem. With detailed research findings from seven countries: Belgium, Germany, the Netherlands, Spain, Sweden, the UK and (for a non-European perspective) Israel, it presents an integrated model of the effects of temporary work. The model incorporates key recent trends, including the expansion of non-permanent employment as a persistent form of employment flexibility, the increasing importance of the psychological contract, and the diversity of the European labour market as a result of state legislation. By presenting the results of an overview of the research literature on this contemporary labour market trend this book is of real value to researchers, practitioners and policy makers.
Author: Andrei O. J. Kwok
Publisher: Springer Nature
ISBN: 9811623430
Category : Business & Economics
Languages : en
Pages : 133
Get Book Here
Book Description
This book is an essential guide for academics and practitioners to understand employees’ differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction. Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards. Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees’ trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee.
Author: Liu-Qin Yang
Publisher: Cambridge University Press
ISBN: 110849403X
Category : Psychology
Languages : en
Pages : 573
Get Book Here
Book Description
Are you struggling to improve a hostile or uncomfortable environment at work, or interested in how such tension can arise? Experts in organizational psychology, management science, social psychology, and communication science show you how to implement interventions and programs to manage workplace emotion. The connection between workplace affect and relevant challenges in our society, such as diversity and technological changes, is undeniable; thus learning to harness that knowledge can revolutionize your performance in tackling workday issues. Applying major theoretical perspectives and research methodologies, this book outlines the concepts of display rules, emotional labor, work motivation, well-being, and discrete emotions. Understanding these ideas will show you how affect can promote team effectiveness, leadership, and conflict resolution. If you require a foundation for understanding workplace affect or a springboard into deeper, more interdisciplinary research, this book presents an integrative approach that is indispensable.
