Experience of the Employment Relationship after a Merger

Linde, Bennie; Schalk, René

doi:10.5771/0935-9915-2006-4-484

Cited by 6 publications

(18 citation statements)

References 23 publications

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“…It is also worth noting a disconnection within some studies regarding the contract's conceptualisation and operationalisation. Some authors (e.g., Hui, Lee, & Rousseau, 2004; Linde & Schalk, 2006) suggest that promise-based beliefs solely constitute the contract, but use obligations-based measures (cf. Table 1).…”

Section: Are Promises Still Dominant? Establishing the Current Contramentioning

confidence: 99%

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

Bankins

2014

Journal of Management & Organization

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The psychological contract is used to examine the dynamics of the employee–employer exchange relationship. The dominant contract conceptualisation is that it is constituted by beliefs about ‘explicit’ and ‘implicit’ promises; however, there is a dearth of conceptual investigation regarding how other research fields understand promising and reconciling this with how the notion has come to be used in psychological contract theory. In particular, the notion of implicit promising remains conceptually and empirically underdeveloped, despite forming a key plank of the contemporary account of the contract. This paper explores these issues by presenting a cross-disciplinary review of promising and applying this to how the notion is used in the contract literature. A conceptual model is also developed to provide avenues to investigate how promise beliefs form in a contract context and their outcomes. Finally, research directions are outlined regarding the roles that beliefs other than promises can play in contract theory.

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Section: Are Promises Still Dominant? Establishing the Current Contramentioning

confidence: 99%

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

Bankins

2014

Journal of Management & Organization

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“…spółki zarzą-dzające rezerwatami przyrody w Campeche w Meksyku były oceniane w oparciu o 15 głównych kryteriów związanych z ochroną środowiska, efektywnością ekonomiczną, rozwojem społecznym, a także aspektami prawnymi [García-Marmolejo, Escalona--Segura, Van Der Wal, 2008]. W przypadku połączeń spółek publicznych istotnym czynnikiem są także zobowiązania i relacje z pracownikami [Linde, Schalk, 2006]. Na rolę aspektów prawnych zwracają uwagę Lee Min-yang oraz Braden [2008] w badaniu fuzji i połączeń spółek wodociągowych.…”

Section: Metody Wyboru Optymalnego Modeluunclassified

Determinants and Methodology of Choosing the Model for Merger of Municipal Companies (the Case of MPO and KHK)

Kubińska

Łojewska

Andrzejewski

et al. 2018

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“…Cronbach alpha coefficients and inter-item correlations were used to determine the internal consistency, homogeneity and unidimensionality of the measuring instruments. The outcomes ofthis process have already been reported (see Linde & Schalk, 2006) and therefore the analysis of the data reduction process is not reported in this article again. However, some key results are mentioned in the following discussion.…”

Section: Statistical Analysesmentioning

confidence: 99%

“…Two internally consistent factors were extracted as a result of the data reduction process that included principal factor extraction with varimax rotation (Linde & Schalk, 2006). The first factor was labelled Employee function.…”

Section: Promises Being Metmentioning

confidence: 99%

Influence of Pre-Merger Employment Relations and Individual Characteristics on the Psychological Contract

Linde

Schalk

2008

South African Journal of Psychology

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Organisational changes and transformations, in which employees are exposed to mergers, acquisitions and take-overs of their organisations, are a common phenomenon these days. Empirical evidence on the formation of initial trust in new organisational relationships has shown that past experiences are an important determinant of an individual's intention to trust another party. In this article the aim is to assess the influence of a prior employment relationship in a pre-merging workplace on the experience ofthe psychological contract by the employees ofthe actually merged institution. The individual characteristics of the employees are also investigated to identify how these characteristics influence the psychological contract. The population consisted of employees of two previously independent universities (N 1 = 887, N 2 = 1 649, Ntotal = 2 536) that merged into one university with three campuses (two associated with a historically white university and one with a historically black university). The former universities had very different histories with very dissimilar employment relations, demographic compositions and management structures. One year after the merger, a questionnaire was handed out to a randomly stratified sample (n, = 191, n 2 = 301, ntotal =492) at all the workplaces. The questionnaire included a psychological contract measure, assessing the employee's experience of employer obligations (43 items) and employee obligations (21 items), as well as items measuring the influence of the merger on the experience of the psychological contract. Various significant differences were found between the previous universities, especially with respect to the experience of employer obligations not being kept by the employer. The individual characteristics of the respondents had less influence on the experience of the psycholoqlcal contract than the social context of the previous employment relationships.

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Experience of the Employment Relationship after a Merger

Cited by 6 publications

References 23 publications

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

Determinants and Methodology of Choosing the Model for Merger of Municipal Companies (the Case of MPO and KHK)

Influence of Pre-Merger Employment Relations and Individual Characteristics on the Psychological Contract

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