Facilitating new deals

Herriot, Peter; Pemberton, Carole

doi:10.1111/j.1748-8583.1997.tb00273.x

Cited by 161 publications

(126 citation statements)

References 7 publications

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“…However, in comparison to affective and normative forms of commitment, the literature lacks attention towards exchange-based or continuance commitment to change. Especially, the development of more short-term and transactional form of employment relationships within organizations (Herriot & Pemberton, 1997), highlights the need to refocus on this form of commitment. Moreover, in Asian context, continuance commitment have significance due to high collectivism, acceptance of high power distance & lack of other alternatives (Bouckenooghe, De Clercq, & Deprez, 2014).…”

Section: Introductionmentioning

confidence: 99%

The Relationship between High Performance Work System and Continuance Commitment to Change: An Economic Exchange Perspective

Akbar¹,

Rashid²,

Farooq³

2018

jms.2014

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Abstract:In response to the recently announced privatization of public sector banks of Pakistan, the current study attempts to investigate the impact of perceived high performance work systems on continuance commitment to change along with its interlinking mechanisms. A total of 1000 full-time employees were surveyed through self-administered questionnaires during August-December 2017. Out of 670 returned questionnaires, 591 completed questionnaires were analyzed. Goodness of the measures was tested by employing Confirmatory Factor Analysis. Proposed Hypotheses were tested through Structural Model in AMOS. The data largely substantiated by our theoretical framework. The findings revealed that the perceptions of economic exchange fully mediate the relation between HPWS and continuance commitment to change. Finally, theoretical and managerial implications are discussed, highlighting the issues that must be focused during chaotic nature of large-scale implementation of change initiatives in public sector.

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Section: Introductionmentioning

confidence: 99%

The Relationship between High Performance Work System and Continuance Commitment to Change: An Economic Exchange Perspective

Akbar¹,

Rashid²,

Farooq³

2018

jms.2014

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“…For instance, it has been suggested that age plays an important role in psychological contracts (Bal et al, 2008;Schalk, 2004). Furthermore, Herriot and Pemberton (1997) argued that negotiation of psychological contracts may be influenced by individual needs and preferences; since for some people, work forms an important aspect of life, they may be more highly motivated to negotiate a favorable psychological contract with their organization. Hence, work centrality may be an important determinant of the type of psychological contract that people negotiate with their organization.…”

Section: Psychological Contracts As a Mediator Between Work Centralitmentioning

confidence: 99%

The relations between work centrality, psychological contracts, and job attitudes: The influence of age

Bal¹,

Kooij²

2011

European Journal of Work and Organizational Psychology

154

170

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“…L'échelle la plus utilisée est de type Likert à cinq points, allant de « pas du tout respecté» à « tout à fait respecté », en réponse à la question : « Dans quelle mesure, en pratique, votre entreprise a-t-elle respecté ses obligations ? » (Coyle-Shapiro et Kessler, 2000 ;Herriot et al, 1997 ;Kickul et al, 2004 ;Porter et al, 1998 ;Robinson, 1996 ;Robinson et Morrison, 1995, 2000. Il s'agit d'une mesure non directionnelle qui ne spécifie pas si les promesses sont dépassées ou à l'opposé non atteintes.…”

Section: La Mesure De La Réalisation Du Contrat Psychologiqueunclassified

La mesure du contrat psychologique dans un contexte de travail francophone

Guerrero¹

2005

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Si le concept de « contrat psychologique » est désormais largement répandu dans la littérature, les instruments de sa mesure font encore défaut. Rousseau a proposé en 1990 le Psychological Contract Index (PCI), qu’elle a actualisé en 1998-2000. Cet article vise à adapter cet outil en France et à le compléter en testant deux mesures de la réalisation du contrat psychologique : une mesure directe et une mesure soustractive. Il pose aussi le problème de la mesure de la réciprocité propre au contrat psychologique et s’appuie sur le modèle de Morrison et Robinson pour tester une relation modératrice entre les scores de réalisation de l’entreprise et ceux de l’employé. Les résultats d’une enquête menée auprès de 217 cadres français confirment partiellement les hypothèses de l’auteure. Ils montrent que la structure factorielle du PCI manque de stabilité et doit faire l’objet de nouvelles recherches quant à sa validité : 14 facteurs sont identifiés au lieu des sept avancés par Rousseau dans le PCI. Conformément aux hypothèses posées, c’est la mesure directe de la réalisation du contrat qui démontre la meilleure validité. En outre, l’auteur valide le rôle modérateur de la réalisation du contrat psychologique par le salarié.The psychological contract (PC) offers a compelling theoretical framework for understanding today’s employment relationships. This contract can be defined as the individual’s perceptions about existing promises and obligations between an employee and their employer (Rousseau, 1990). Although the number of publications about the PC has grown considerably over the last ten years, many research questions are still to be answered; one of them concerns its measurement. This article aims at adapting Rousseau’s instrument—the Psychological Contract Index (PCI)—and at testing its validity and reliability in a French context.In the PCI, Rousseau assesses the PC of U.S. executive managers and centers this assessment on employees’ perceptions: 32 items represent employer obligations and 27 items measure employee’s obligations. Rousseau found that these items can be grouped in seven factors: retribution, job content, equity/trust, good material working conditions for employer promises, altruism, minimal performances at work, and loyalty for employee promises. She found good reliability scores for each factor (Cronbach’s alphas from 0.82 to 0.93). However, no other scholar has used the same items to measure the PC, and the stability of the factorial structure needs to be demonstrated further.While PCI exclusively measures the nature of promises, most researchers focus on PC fulfilment and not only on PC characteristics. To Rousseau’s list of promises, they add a scale aiming at measuring how well each promise has been fulfilled. Promise fulfilment is a major issue, notably because it is more related to talent retention than are promises themselves. It is when promises are broken that the impact on employee retention is the strongest: PC breach has been related to a loss of trust in the other party, as well as to a d...

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Facilitating new deals

Cited by 161 publications

References 7 publications

The Relationship between High Performance Work System and Continuance Commitment to Change: An Economic Exchange Perspective

The Relationship between High Performance Work System and Continuance Commitment to Change: An Economic Exchange Perspective

The relations between work centrality, psychological contracts, and job attitudes: The influence of age

La mesure du contrat psychologique dans un contexte de travail francophone

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