Changing psychological contracts and organisational commitment: a longitudinal comparison of assigned and self-initiated expatriates in Australia

Casado, Renata; Caspersz, Donella

doi:10.1080/09585192.2019.1660701

Cited by 8 publications

(15 citation statements)

References 59 publications

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“…Previous studies in this area of psychological contracts in the context of governmental and public organizations combine it with outsourcing, restructuring, organizational changes, efficiency, organizational justice and employability, organizational support, job satisfaction, organizational cynicism, employee motivation, employee relations and employee commitment (Casado & Caspersz, 2021). The management of governmental and public organizations should remember that violation of a psychological contracts could result, from the employees' side, in a loss of sense of job security, emotional exhaustion, distancing oneself, deterioration of well-being, deterioration of relations with co-workers, distrust, dissatisfaction, and lack of commitment as was underlined by Duran, Woodhams, and Bishopp (2018).…”

Section: Discussionmentioning

confidence: 99%

How Employee’s Organizational Citizenship Behaviors Get Affected by Characteristics of the Psychological Contract

Samman

Muttar

Abdulaziz

2022

5007

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This study examines the effect of the psychological contract including its dimensions of Content-oriented, Featured-oriented and Evaluation-oriented, on the organizational citizenship behavior, in the governmental sector in Bahrain. The study used the descriptive analytical approach to analyze the related data that was collected from 812 individuals, representing 34.5% of the target population, through a designed survey to reach results about the effect of the independent variable, with its two dimensions, on the dependent variable, in accordance with the study conducted and included (280) employee of the research population to reach qualitative results aiming at supporting the reached quantitative ones. Results indicated that the psychological contract different dimensions positively impact the Organizational Citizenship Behaviors at the Ministry. They also indicated that there are no significant differences among the responses of the sample individuals that could be attributed to the demographic variables such as gender, age, qualification, position title, and professional experience.

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Section: Discussionmentioning

confidence: 99%

How Employee’s Organizational Citizenship Behaviors Get Affected by Characteristics of the Psychological Contract

Samman

Muttar

Abdulaziz

2022

5007

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“…It should be recognised that maintaining a psychological contract has a decisive influence on the management of a public organisation. Previous investigations in the area of psychological contracts in the context of public organisations combine it with organisational changes, outsourcing, restructuring, efficiency, civic behaviour, organisational support, job satisfaction, organisational cynicism, employee relations, employee motivation, organisational justice and employability, and employee commitment (Casado & Caspersz, 2019). The management of a public organisation should remember that violation of a psychological contract by firefighters may result in a loss of sense of security, deterioration of well-being, emotional exhaustion, distancing oneself, deterioration of relations with co-workers, lack of commitment, distrust, dissatisfaction, and resignation from work (Duran et al, 2018).…”

Section: Discussionmentioning

confidence: 99%

“…The investigations so far in the area of a psychological contract in the context of public organisations have focused on behaviour, violation, perception, and shaping of the psychological contract. A psychological contract was linked to organisational change, outsourcing, restructuring, efficiency, civic behaviour, organisational support, job satisfaction, organisational cynicism, employee relations, employee motivation, organisational justice, and employability and employee involvement (Casado & Caspersz, 2019). Research on psychological contracts in the context of the public sector has so far been carried out in local government units, public finance, social welfare, public utilities, public transport, schools, health care facilities, the army, the police, universities, government bodies and fire brigades (Duran et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

In Search of Outcomes of a Psychological Contract in Public Organisation

Bera

2021

International Journal of Contemporary Management

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Background Sustainable development of employees is based primarily on practices oriented towards caring for the relationship between the employer and employee. In this approach, the employee's and the employer's perception of mutual obligations, the employee's belief in the conditions for the exchange of mutual experiences with the employer, and mutual obligations resulting from establishing an employer-employee relationship become important factors and elements of the sustainable development strategy of employees. A growing number of soundscape studies involve a psychological contract literature. However, outcomes have not yet been thoroughly reviewed. The need for a study with this purpose is proven by the fact that academic literature lacks a systematic review of this topic, despite the ascending trend in the number of published articles in the field. Therefore, this study aims at identifying the main outcomes of a psychological contract in public organisations. Research aims The purpose of this literature review was to identify the main effects of psychological contracting in public organisations. We also aimed to collect fragmented academic knowledge produced by pertinent studies. Methodology This article adopts the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach to conduct the systematic literature review. The final sample of 41 empirical and conceptual studies were scientifically screened and synthesised. Findings This study establishes that a psychological contract is a complex phenomenon influencing individual, group, and organisational outcomes directly. The application of a systematic literature review demonstrates the importance of a psychological contract for public organisations. The review suggests an agenda for further research and identifies practical implications for public organisations.

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“…From the existing studies focussing on different types of expatriates, we know that SIEs are driven by different motivators than AEs (Doherty et al. , 2011; Linder, 2019), their career paths (Peltokorpi and Froese, 2009) and psychological contracts are different (Casado and Caspersz, 2021), and their commitment to their current employer seems to be different (Casado and Caspersz, 2021; Hussain and Deery, 2018; Lapointe et al. , 2020; Linder, 2019).…”

Section: Efforts Rewards and Effort-reward Imbalance Among Assigned A...mentioning

confidence: 99%

“…In the management literature, expatriates are foreigners working legally in the receiving country for what is intended to be a finite term (McNulty and Brewster, 2017). From the existing studies focussing on different types of expatriates, we know that SIEs are driven by different motivators than AEs (Doherty et al, 2011;Linder, 2019), their career paths (Peltokorpi and Froese, 2009) and psychological contracts are different (Casado and Caspersz, 2021), and their commitment to their current employer seems to be different (Casado and Caspersz, 2021;Hussain and Deery, 2018;Lapointe et al, 2020;Linder, 2019). Furthermore, AEs generally have higher levels of authority at work, being usually in managerial or senior technical roles, and they are more likely to work for larger organisations (and, by the definition of AEs, for multinational enterprises) than SIEs (Meuer et al, 2019;Andresen et al, 2015).…”

Section: Assigned and Self-initiated Expatriatesmentioning

confidence: 99%

Job exhaustion among assigned and self-initiated expatriates – the role of effort and reward

Mäkelä

Suutari

Rajala

et al. 2022

JGM

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PurposeThis study explores whether expatriation type (assigned expatriates (AEs) versus self-initiated expatriates (SIEs)) is linked to job exhaustion via possible differences in required efforts for their jobs and the rewards they gain from them, and/or the balance between efforts and rewards. Adopting effort–reward imbalance (ERI) and job demands/resources (JD-R) theories, the authors study the possible role of ERI as a mediator between expatriation type and job exhaustion.Design/methodology/approachAn online survey was carried out in co-operation with two Finnish trade unions, providing representative data from 484 assigned and SIEs. The authors test this study’s hypotheses through latent structural equation modelling, and the analysis was conducted with Stata 17.0 software.FindingsThe results show that ERI between them are correlated with the job exhaustion of expatriates in general and there are no direct links between expatriation type and job exhaustion. The required effort from AEs was higher than that from SIEs though no difference was found for rewards, and the match between effort demands and rewards is less favourable for AEs than SIEs. AEs experienced higher job exhaustion than SIEs because of the higher effort demands and greater imbalance between efforts and rewards.Originality/valueThe study examines the work well-being of two types of expatriates and explores the underlying mechanisms that may explain why they may differ from each other.

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Changing psychological contracts and organisational commitment: a longitudinal comparison of assigned and self-initiated expatriates in Australia

Cited by 8 publications

References 59 publications

How Employee’s Organizational Citizenship Behaviors Get Affected by Characteristics of the Psychological Contract

How Employee’s Organizational Citizenship Behaviors Get Affected by Characteristics of the Psychological Contract

In Search of Outcomes of a Psychological Contract in Public Organisation

Job exhaustion among assigned and self-initiated expatriates – the role of effort and reward

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