The study tested the relationship between work environmental factors and job performance with work motivation and the extent to which this relationship is mediated by work motivation among a sample of hotel workers in England. In this cross-sectional study, a questionnaire survey was conducted among 254 hotel workers at twenty-five chain hotels in Bristol, England. The results suggest that there is a significant relationship between work environmental factors and job performance and that work motivation mediates the relationship between working conditions and job performance. The results also suggest that there is a significant relationship between work motivation and job performance of the hotel workers. The results point to the importance of working conditions and work motivation in explaining job performance of hotel workers in the framework of work environmental conditions and job performance. The limitations and implications and the study are also discussed.

PurposeThe purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.Design/methodology/approachThis study conducted a meta-analysis based on data from 134 studies.FindingsThe study revealed that the inflation rate and the unemployment rate of a country moderated the association among employee PCB, job performance and turnover.Research limitations/implicationsThe availability of more detailed macroeconomic data against the PCB and outcome relationship for other countries and studies examining the impact of micro-economic data for PCB and outcome relationship would provide a better understanding of the context.Practical implicationsThe authors believe that the results highlight the importance of the national economy since it impacts individual outcomes following a breach.Social implicationsEmployment policies to capture the impact of macroeconomic circumstances as discussed.Originality/valueOne of the valuable contributions made by this paper is that the authors capture the current accumulative knowledge regarding the breach and performance and breach and turnover relationship. Second, the study examines how the inflation rate and unemployment rate could moderate the association between PCB and job performance and turnover.

Although research on psychological contract breach (PCB) has grown in recent years, most of the studies have taken an individual-level perspective to explain PCB effects on employee behavior, thereby overlooking the possibility that the national cultural context might affect employee responses to psychological contracts. This study, therefore, investigates whether employees in various cultures react differently to psychological contract breaches. Drawing on the GLOBE cultural framework, we expected that national cultural practices moderate the relationship between PCB and a key work attitude (such as organizational commitment) and job behaviors (i.e. in-role performance, turnover intention, and counterproductive behaviours). Using meta-analytic data from 176 studies, we found that the results largely support our hypotheses. The study updates and expands prior meta-analyses on psychological contracts and opens a new area of inquiry by showing that cultural practices at the national level can influence the processes of how psychological contract breaches affect employee behaviors at the individual level.

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