Phenomenon of Psychological Contract in Higher Education DOI Creative Commons

O. Besschentnova

Journal of Employment and Career, Год журнала: 2022, Номер 1(1), С. 10 - 21

Опубликована: Март 31, 2022

Backgrond. Despite the fact that phenomenon of psychological contract has been studied in foreign science for over half a century, it not received due consideration Russian psychological, economic and sociological scientific thought. This allows updating topic initiating its understanding new socio-economic conditions. Under contract, we mean informal labor relations develop between an employee employer organization, during which mutual expectations parties arise are maintained, rarely articulated, realized, veiled or general nature, violation leads to destabilization process (labor disputes, conflicts, staff turnover). Purpose. The purpose article is analyze from position ways implementation system domestic higher education. Materials Methods. main data collection methods were theoretical analysis standard contracts concluded teacher university, semi-standardized interview method obtaining factual teaching three Moscow universities regarding most typical areas violation. Results. study revealed following patterns: significant excess workload actually performed by teacher, reflected his individual rating, KPI criteria (effective contract) and, accordingly, monetized; frequency behavior competition as latent impact on part competitive market; changing requirements education competencies employee; inconsistent contradictory management style, gives rise feeling insecurity, deceived expectations, disappointment profession, decrease efficiency, health problems, professional burnout. Implications. results conclusions can be used create internal regulatory documents regulate more detail rights obligations staff, will improve quality organization's management; standardize activities accordance with level education, degree title clear criteria; conditions prevent- ing turnover, increasing motivation employees, maintaining physical health.

Язык: Английский

You Can Leave the Younger Workers Out of It! Toward a Centered Paradigm for Studying Older Workers’ Employment Relationships and Late-Career Dynamics DOI Creative Commons
Rajiv Amarnani, Prashant Bordia, Patrick Garcia

и другие.

Group & Organization Management, Год журнала: 2023, Номер 48(2), С. 436 - 467

Опубликована: Март 3, 2023

Are late careers worth studying in their own right? The way we think and reason about older workers careers—in scholarship practice—has been disproportionately informed by a research paradigm that focuses on age differences among employees, which captures how average differ from younger average. While this contrastive has generative, it can also inaccurately portray as static, homogenous group. In contrast, show considerable heterogeneity (older vary), meaningful dynamics change), dynamic vary they change). paper, propose the be complemented with centered centers change. We develop theoretical model of worker shape quality employment relationship—in terms psychological contracts—which turn career trajectories work role enactment. By centering line workers, gain higher-resolution view these unfolding over time varying workers.

Язык: Английский

Процитировано

3
The Retention of Older Employees and Core Work Activities: Evidence From Denmark DOI
Jeevitha Yogachandiran Qvist, Per H. Jensen

The Gerontologist, Год журнала: 2022, Номер 62(7), С. 1071 - 1081

Опубликована: Янв. 11, 2022

Retention of older employees in the labor market is crucial to cope with aging populations. can appear different forms, such as phased retirement, bridge jobs, career development, or health promotion. However, little known about how offering these retention strategies may vary across workplaces core work activities because opportunities implement types are preconditioned by differences economic and climate.The study utilizes data from a survey conducted among Danish 2018, which linked administrative register conduct Karlson-Holm-Breen-corrected logistic regression models. The distinguishes production workplaces, service welfare information workplaces.Phased retirement most prevalent whereas job bridging both workplaces. Career development promotion least These between cases explained trade union influence, physical working demands, knowledge intensity.Although type strategy offered workplace largely matches activity within workplace, particularly could feasibly take more advantage using likely retire early due poor conditions.

Язык: Английский

Процитировано

5
Testing the effects of a coping orientation program in reducing newcomers' psychological contract breach: A field experiment DOI
Hairong Li, Xiang Yao, Teng Zhao

и другие.

Journal of Vocational Behavior, Год журнала: 2022, Номер 138, С. 103786 - 103786

Опубликована: Сен. 7, 2022

Язык: Английский

Процитировано

5
Job crafting and organizational resources support impact on older workers’ bridge employment intentions: the role of psychological contract types DOI
DongYang Wang, Jie Zhao,

Yimeng Cui

и другие.

Current Psychology, Год журнала: 2023, Номер 43(10), С. 8931 - 8946

Опубликована: Авг. 8, 2023

Язык: Английский

Процитировано

2
Evolutionary Game Analysis between Local Government and Enterprises on Bridge Employment from the Perspective of Dynamic Incentive and Punishment DOI Creative Commons
Junjie Dong, Shumin Yan, Xin‐She Yang

и другие.

Systems, Год журнала: 2022, Номер 10(4), С. 115 - 115

Опубликована: Авг. 5, 2022

The popularization of bridge employment is conducive to the realization active aging, which requires not only subjective initiative retirees but also cooperation local governments and relevant enterprises. This study combined evolutionary game theory with system dynamics model simulate behavior government enterprises on employment, aiming highlight importance enterprise actions in process aging analyze effectiveness different incentive punishment mechanisms promoting employment. Results show that dynamic easier keep stable than static punishment; specifically, mechanism low intensity high better other mechanisms. Finally, this emphasized policy put forward management implications.

Язык: Английский

Процитировано

3
Exploring academic staff retention strategies: The case of Ghanaian technical universities DOI Creative Commons
Esmond Naalu Kuuyelleh,

Mohammed Alqahtani,

Emmanuel Akanpaadgi

и другие.

SA Journal of Human Resource Management, Год журнала: 2022, Номер 20

Опубликована: Окт. 1, 2022

Orientation: The crippling effects of staff turnover on higher education performance and success are disruptive influence the core national human capital development thus call for a swift response using retention strategies.Research purpose: This article sought to explore nature academic strategies technical universities in Ghana.Motivation study: Literature context Ghanaian appears be limited, scattered lack theoretical underpinning. exploration is needed especially that institutions sector has been upgraded status universities; thus, attracting retaining highly skilled staffs remains key.Research approach/design method: Using organisational equilibrium theory, this qualitative research drew primary data from four through semi-structured interviews applied thematic analysis technique.Main findings: Although making considerable effort towards feasible retain staff, evidence points role two major sets factors (work-related economic factors) form crux managements’ strategic policy response.Practical/managerial implications: Work-related were main encourages universities. Retention should deepened correspond with recognised enhance retention.Contribution/value-add: study, findings, articulates which can adopted talented staffs. body knowledge extended both empirical perspective.

Язык: Английский

Процитировано

3
The effect of psychological contract on job related outcomes: The moderating effect of stigma consciousness DOI Creative Commons

Annisa Pramudita,

Badri Munir Sukoco, Wann‐Yih Wu

и другие.

Cogent Business & Management, Год журнала: 2021, Номер 8(1)

Опубликована: Янв. 1, 2021

This study examines how employees' tendencies with regard to relational or transactional contract could influence job related outcomes. The typology then relates the stigma consciousness that each employee has regarding their employment status, as either temporary permanent workers. argues worker own expectations being stigmatized due status employment, and this strengthen/weaken relationships between on proposed hypotheses are validated through two cross-sectional studies in different organizations Indonesia. findings indicate there positive individuals who predominantly hold satisfaction performance, less intention quit. However, opposite effects for not revealed study, which might be cultural values of sample. Further, contextual performance weakened when respondents have high consciousness, while relationship quit is strengthened. Additional tend they highly conscious. academic managerial implications work also discussed study.

Язык: Английский

Процитировано

4
Well-being and empowerment perceptions in a sudden shift to working from home DOI Creative Commons
Duncan J. R. Jackson, Amanda Jones, George Michaelides

и другие.

Journal of Vocational Behavior, Год журнала: 2024, Номер 151, С. 104000 - 104000

Опубликована: Май 14, 2024

In the literature on antecedents and mediators of employee well-being, there is little or no acknowledgement sudden changes in social environmental context which perceptions well-being are formed. Contextual influences rarely so impactful unexpected as those associated with COVID-19 pandemic. To continue operating within lockdown restrictions, many organizations, apart from unable unwilling to initiate such changes, abruptly adopted a work home (WFH) hybrid working pattern. These circumstances raise novel questions about influence impactful, unanticipated contextual factors outcomes. address these shift WFH, we tested model adapted aspects Event Systems Theory (EST) Psychology Working (PWT). Central our theoretical adaptation was unique perspective PWT "decent work" based principles empowerment. study 337 employees during period, applied Bayesian multilevel investigate contrast between in-lockdown relative current pre-lockdown perceptions. Results suggested WFH related negatively job satisfaction, organizational commitment. Empowerment significantly mediated all Organizational support, neuroticism, readiness directly empowerment indirectly outcomes via We discuss how interacted relationships observed model, findings progress context-responsive EST new world WFH.

Язык: Английский

Процитировано

0
Relational spirals and thriving: A longitudinal investigation of older workers DOI Creative Commons
Rajiv Amarnani, Miaojia Huang, Prashant Bordia

и другие.

Human Resource Management, Год журнала: 2024, Номер unknown

Опубликована: Авг. 9, 2024

Abstract Thriving is believed to occur when employees feel a sense of progress and momentum in the organization. This conceptual basis for thriving inherently temporal—implying an underlying individual change process—which sets apart from other well‐being criteria Human Resource Management literature. However, surprisingly little research has demonstrated unpacked development processes that lead thriving. In this article, we develop test theoretical model dynamic origins socially important context: aging workforce. Specifically, propose older workers thrive they experience relational spirals: deepening employee‐organization relationship as psychological contracts role expansion drive each mutually reinforcing spiral. Results large‐scale nationally representative longitudinal study 3370 Australian workers—spanning 1.5 years three time points—support proposed model. Older workers' formed spiral process over which ultimately led higher levels These results held even after imposing autoregressive control lagged variables at earlier points, accounting contributions transactional process. Our theorizing empirical approach brings forefront HR on thriving, points implications successful aging.

Язык: Английский

Процитировано

0
Retirement and Organizations: Advocating Organizational Responsibility for Retirement in Practice and Scholarship DOI Creative Commons
Valerie Caines, Gökhan Ertug, Prashant Bordia

и другие.

Journal of Management, Год журнала: 2024, Номер unknown

Опубликована: Дек. 11, 2024

In this editorial we discuss organizations’ role in the process of retirement. We argue that organizations have abdicated their moral obligation to older workers, thereby negatively impacting workers’ wellbeing and successful transition also note organizational studies scholars not paid adequate attention negligence, or its alternatives. suggest that, among other reasons, oversight can be a result comparatively privileged socioeconomic positions faculty business schools vis-à-vis workers many occupations, as well discord between traditional human capital resource management theories modern retirement practices. Organizations exert significant influence on how when retire, ways are related both treatment failure provide support. These place onus unduly individuals manage own while simultaneously restricting control over decisions. call for renewed research planning decisions pursuit more inclusive socially responsible approach workforce aging

Язык: Английский

Процитировано

0