Creating psychological and legal contracts through human resource practices: A signaling theory perspective

Suazo, Mark M.; Martínez, Patricia G.; Sandoval, Rudy

doi:10.1016/j.hrmr.2008.11.002

Cited by 246 publications

(264 citation statements)

References 44 publications

Supporting

Mentioning

257

Contrasting

Unclassified

Order By: Relevance

“…Just like training and participation, internal career opportunities are positively related to employees' perception of autonomy, on the condition that specific interests of individual employees are taken into consideration when job vacancies need to be filled [217]. The good internal career opportunities that firms that implement PSS offer, signal appreciation and career security to employees [218]. This allows them to freely decide on their future career path, increases their perception of autonomy and enables them to put their effort into quality initiatives rather than concerns about their career [219].…”

Section: People Management Systemmentioning

confidence: 99%

The Role of Human Resource Management (HRM) for the Implementation of Sustainable Product-Service Systems (PSS)—An Analysis of Fashion Retailers

Adam

2018

Sustainability

View full text Add to dashboard Cite

Implementation of product-service systems (PSS) requires structural changes in the way that business in manufacturing industries is traditionally conducted. Literature frequently mentions the importance of human resource management (HRM), since people are involved in the entire process of PSS development and employees are the primary link to customers. However, to this day, no study has provided empirical evidence whether and in what way HRM of firms that implement PSS differs from HRM of firms that solely run a traditional manufacturing-based business model. The aim of this study is to contribute to closing this gap by investigating the particular HR components of manufacturing firms that implement PSS and compare it with the HRM of firms that do not. The context of this study is the fashion industry, which is an ideal setting since it is a mature and highly competitive industry that is well-documented for causing significant environmental impact. PSS present a promising opportunity for fashion firms to differentiate and mitigate the industry's ecological footprint. Analysis of variance (ANOVA) was conducted to analyze data of 102 international fashion firms. Findings reveal a significant higher focus on nearly the entire spectrum of HRM components of firms that implement PSS compared with firms that do not. Empirical findings and their interpretation are utilized to propose a general framework of the role of HRM for PSS implementation. This serves as a departure point for both scholars and practitioners for further research, and fosters the understanding of the role of HRM for managing PSS implementation.

show abstract

Section: People Management Systemmentioning

confidence: 99%

The Role of Human Resource Management (HRM) for the Implementation of Sustainable Product-Service Systems (PSS)—An Analysis of Fashion Retailers

Adam

2018

Sustainability

View full text Add to dashboard Cite

show abstract

“…A psychological contract is defined as the "individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organizations" (Rousseau, 1995, p.9). As opposed to a formal legal contract, a psychological contract is subjective in nature, i.e., it is employee's perceptions of mutual obligations in the employment relationship (Rousseau, 1995;Suazo, Martínez, & Sandoval, 2009). In other words, it is an employee's perception of what he/she owes to his/her employer and what his/her employer owes to him/her in exchange.…”

Section: Social Exchange Theory and Psychological Contract Theorymentioning

confidence: 99%

High potential programs and employee outcomes

Malik

Singh

Chan

2017

CDI

View full text Add to dashboard Cite

Organizations implement 'high potential' (HiPo) programs to identify, develop and retain their most talented employees (also known as high potential employees). However, much is still unknown regarding how these programs affect employees, and the link through which employee participation in HiPo programs affects employee outcomes remains a 'black box'. This research aims to open this 'black box' and examines the underlying mechanism through which HiPo program participation impacts employee outcomes.Drawing on social exchange, psychological contract and attribution theories, I conduct two studies to examine the impacts of HiPo program participation on various employee outcomes. In the first study, I hypothesize that employees who are included in HiPo programs (i.e., HiPo employees) will have higher affective commitment, lower turnover intent, and higher levels of organizational trust. Moreover, I hypothesize that organizational trust will mediate the relationships between HiPo program participation and employee outcomes (i.e., affective commitment and turnover intent). A cross sectional survey was used to collect data from one division of a large multinational company (n= 65). The results provided support for all hypotheses.The second study aims to replicate and extend the findings of Study 1. In this study, I examine the process through which HiPo program participation impacts employee outcomes by

show abstract

“…Esse sistema era interpretado por estes trabalhadores através de um processo avaliativo, no qual consideravam em que medida esse conjunto de práticas permitia obter os benefícios prometidos pela empresa (Rousseau, 1995;Suazo, Martínez, & Sandoval, 2009). O cumprimento do contrato psicológico, por sua vez, relacionava-se com o comprometimento afetivo (CoyleShapiro & Kessler, 2000) e com o engagement desses trabalhadores (Chambel & Oliveira-Cruz, 2010;Parzefall & Hakanen, 2010).…”

Section: Discussionunclassified

Gestão de Recursos Humanos nos Trabalhadores Temporários de Agência

Chambel

2015

Psic.: Teor. e Pesq.

View full text Add to dashboard Cite

RESUMO -Neste estudo avaliamos em que medida a Teoria da Troca Social podia ser utilizada para explicar as respostas dos trabalhadores temporários de agência (TTA). Aplicamos um questionário a uma amostra de 953 TTA e utilizamos Modelos de Equações Estruturais para analisar os resultados. Verificamos que o sistema de práticas de gestão de recursos humanos se relacionava positivamente com o comprometimento afetivo (β = 0,58; p < 0,01) e com o engagement (β = 0,24; p < 0,01), explicando 40% e 30% dessas variáveis, respectivamente. O cumprimento do contrato psicológico por parte da organização mediava parcialmente a relação entre este sistema e essas respostas positivas dos trabalhadores. Uma importante implicação deste estudo é que o investimento nos TTA relaciona-se com respostas positivas da sua parte.Palavras-chave: teoria da troca social, trabalhadores temporários, gestão de recursos humanos, contrato psicológico, comprometimento afetivo, bem-estar no trabalho Human Resources Management of Temporary Agency WorkersABSTRACT -This study analyzed the extent to which the Social Exchange Theory can be used to explain the answers of temporary agency workers' (TAW). We applied a questionnaire to a sample of 953 TAW and used Structural Equation Models (SEM) to analyze the results. We verified that the system of human resource management related positively with workers' affective commitment (β = 0,58; p < 0,01) and engagement (β = 0,24; p < 0,01), explained 40% e 30% of these variables respectively. The psychological contract fulfillment partially mediated the relationship between this system and TAW' positive answers. One important implication of this study is that it confirms that investment with TAW has a return, i.e. positive workers outcome, which is important to organizational efficacy.Keywords: social exchange theory, temporary workers, human resource management, psychological contract, affective commitment, well-being at work Os trabalhadores temporários de agência (TTA) têm ocupado uma posição cada vez mais importante no mercado laboral um pouco por todo o mundo. Em Portugal, o número desses trabalhadores duplicou entre 1998 e 2008 e aumentou de 0,6% para 0,9% a sua taxa em relação à percentagem de empregados. O Brasil é o quinto país do mundo com maior numero de TTA (902 mil), tendo o seu número praticamente duplicado desde 1999 (CIETT, 2011).A literatura sobre a gestão desses TTA é bastante reduzida e, consequentemente, sabemos pouco acerca das melhores políticas e práticas que devem ser adotadas com esses trabalhadores (Mitlacher, 2008). No entanto, Koene e Van Riemsdijk (2005), de um modo pioneiro, mostraram que as atitudes e comportamentos positivos da parte desses trabalhadores estavam dependentes da adoção de práticas que fossem percebidas por estes como benéficas, isto é, que respondessem às suas necessidades e motivações.O nosso objetivo neste estudo é, em primeiro lugar, investigar o papel da Teoria da Troca Social na explicação do comprometimento afetivo e do bem-estar dos TTA. Consideramos que um si...

show abstract

Creating psychological and legal contracts through human resource practices: A signaling theory perspective

Cited by 246 publications

References 44 publications

The Role of Human Resource Management (HRM) for the Implementation of Sustainable Product-Service Systems (PSS)—An Analysis of Fashion Retailers

The Role of Human Resource Management (HRM) for the Implementation of Sustainable Product-Service Systems (PSS)—An Analysis of Fashion Retailers

High potential programs and employee outcomes

Gestão de Recursos Humanos nos Trabalhadores Temporários de Agência

Contact Info

Product

Resources

About