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Psychological contract credit. Rather than inactivating their contracts, some employees resorted to what we call a psychological contract credit, reflecting the idea of exchange as a deal that simply changed due to an external disruption, namely the COVID-19 pandemic. While classical credit is essentially ‘a social relation that forms between ...
Psychological and formal employment contracts, workplace attitudes and employees’ turnover intentions: Causal and boundary inferences in the hotel industry. Journal of Hospitality and Tourism Management, Vol. 51, Issue. , p.
- Patricia Denise Lopez, Katarzyna Fuiks
- 2021
The findings revealed that psychological contract fulfillment positively impacted employees’ work engagement, intrinsic motivation, and affective commitment during the COVID-19 outbreak, and indicated that perceived organizational support significantly but partially mediates the positive associations between PCF and these work-related variables.
- Jiawei Yu
- Curr Psychol. 2022 Nov 2 : 1-10.
- 10.1007/s12144-022-03746-z
- 2022 Nov
Jun 26, 2021 · The findings revealed that due to the unpaid leave during COVID-19, the psychological contract breach increased employees' emotional exhaustion and increased their distrust towards organizations in the hospitality industry.
- Moh’d Juma Abdalla, Hamad Said, Laiba Ali, Faizan Ali, Xianglan Chen
- 2021
- PCF and Work Engagement
- PCF and Intrinsic Motivation
- PCF and Affective Commitment
- Mediating Role of Pos
The explanation that PCF is an essential determinant of attitudinal and behavioral outcomes of employees is based on SET (Blau, 1964). Under SET, employees engage in interactions with the organization when their expectations are fulfilled. This means that employees will increase the level of work engagement as a means of reciprocating when their ex...
Work motivation is defined as forces that excite proactive behaviors related to high work performance and account for the form, direction, intensity, and persistence of these proactive behaviors (Pinder, 1998). In the existing research, the mainstream research divides employees’ motivation into intrinsic motivation and extrinsic motivation. Differe...
Employees will increase commitment to the organization as a possible path of reciprocation to fulfillment of psychological contracts (Coyle-Shapiro & Kessler, 2000). Organizational commitment refers to a psychological state formed from affective commitment, normative commitment, and continuance commitment, which reflects a desire, need, and sense o...
POS refers to a degree of psychological perception of employees for the support and helps from their organizations (Eisenberger et al., 1986), and it has been found to have important consequences on work-related variables. According to OST, well support from organizations will increase the level of PCF of employees, increasing the norms of reciproc...
Jul 28, 2023 · According to this annual benchmark of job quality, 43% of employees now say they work ‘just for the money’, compared with 36% in 2019. The proportion of those who say they would work even if they didn’t need money has dropped from 58% to 55%. While there is certainly more to life than work, leaders have cause for concern if their people ...
Sep 7, 2022 · Instead of a breach, the psychological contract may have been adjusted in an employee’s view to accommodate the novel nature of the COVID-19 pandemic. The key that turns the discrepancies in a psychological contract into a perceived breach, is the state of trust.
