Fostering work engagement: The role of the psychological contract

Soares, Maria Eduarda; Mosquera, Pilar

doi:10.1016/j.jbusres.2019.01.003

Cited by 123 publications

(111 citation statements)

References 55 publications

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“…We adapted items for psychology contracts from the studies of Soares and Mosquera ( 2019 ) and Lu et al ( 2016 ) and modified them on the basis of the concept of psychological contracts in the virtual community context by Wei et al ( 2018 ). The measures of community identification were adapted from Wang and Wei ( 2011 ).…”

Section: Research Design and Methodologymentioning

confidence: 99%

Exploring the Relationship Between Users' Psychological Contracts and Their Knowledge Contribution in Online Health Communities

Liu

Chen

et al. 2021

Front. Psychol.

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The knowledge contribution of members is essential and beneficial to both the business and users of online health communities (OHCs). This study explores and tests the effects of OHC users' psychological contracts on their community identification and knowledge-sharing behavior. A total of 367 valid responses from several well-known OHCs in China are used in the data analysis. The results of the path analysis with structural equation modeling show that users' transactional psychological contracts have a negative effect on their knowledge contribution both directly and indirectly by weakening their community identification. In contrast, users' relational psychological contracts can lead to increased active knowledge contributions both directly and indirectly by enhancing their community identification. Knowledge sharing self-efficacy can strengthen the relationship between relational psychological contracts and knowledge contributions, and the relationship between community identification and knowledge contributions. However, it has no significant impact on the path from transactional psychological contracts to knowledge contribution. The implications and direction of future works are presented on the basis of the results of the empirical analysis.

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Section: Research Design and Methodologymentioning

confidence: 99%

Exploring the Relationship Between Users' Psychological Contracts and Their Knowledge Contribution in Online Health Communities

Liu

Chen

et al. 2021

Front. Psychol.

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“…Thus, these authors proposed a relatively narrow definition from the perspective of the individual as the central element and defined the psychological contract as "individual's beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organization (or another person)" [9,29,30]. Unlike the legal employment contract, the psychological contract exhibits a subjective character because it is implicit but relies on individuals' perception regarding reciprocal obligations between themselves and their employing organization [6,31]. Researchers typically account for the mechanisms underlying psychological contracts using SET [32] because its central concept is the norm of reciprocity [33].…”

Section: Psychological Contract Theorymentioning

confidence: 99%

Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Liu

Jiang

et al. 2020

IJERPH

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Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

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“…Psychological contract encompasses the substantial psychological aspects of the employer‐employee relationship that are not part of the (legal) employment contract (Soares & Mosquera, 2019), and is therefore an integral and internal aspect of good employer branding (Biswas & Suar, 2016). When employees feel that their psychological contract has been violated for whatever reason, their affinity to the employer brand is severely affected and results in negative outcomes for the employer brand, such as lack of loyalty (Abimbola et al, 2010; Moroko & Uncles, 2008).…”

Section: Background and Research Gapsmentioning

confidence: 99%

“…While online brand citizenship behaviours are largely externally‐focused in that they capture behaviours reflective of employees' identification with their employer brand, but enacted on social media, it is also important to consider more internal aspects of the employees' relationship with the employer brand. Similar to the voluntary, extra‐role nature of online brand citizenship behaviour, there are psychological aspects of an employees' relationship with the employer brand that are not part of the formal employment contract; these are encapsulated under the theoretical concept of psychological contract (Biswas & Suar, 2016; Soares & Mosquera, 2019). Viewed from a SIT perspective, the fulfilment/violation of psychological contract, which consists of unwritten beliefs that employees hold in relation to their employer brand's obligations towards them, is closely linked to their identification with the employer brand (Löhndorf & Diamantopoulos, 2014; Ye at al., 2012).…”

Section: Theoretical Foundations and Hypothesesmentioning

confidence: 99%

Building better employer brands through employee social media competence and online social capital

Yoganathan

Osburg

Bartikowski

2021

Psychology and Marketing

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Despite the significant and increasing influence of social media on employees' work lives, there is limited focus on employees' social media competencies from an employer branding or internal marketing perspective. Building on social identity and social exchange theories, this paper links employees' social media competence to an increase in online brand citizenship behaviour and reduction in feelings of psychological contract violation towards their employer's brand. We also examine the distinct mediatory effects of two forms of online social capital—bonding mediates the influence of employee social media competence on online brand citizenship and feelings of psychological contract violation, whilst Bridging only mediates the effect of social media competence on feelings of psychological contract violation. In doing so, we contribute to extant literature in two ways: (1) Address the need for research on social media in relation to employer branding; and (2) highlight the importance of building employee‐to‐employee and employee‐to‐employer relationships by virtual means in the context of employer branding. Therefore, this paper responds to calls for research that advances more responsible approaches to employer branding and internal marketing; that is, approaches that take into account employee competencies (emphasise need for skill development) as well as wellbeing (emphasise need for support).

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Fostering work engagement: The role of the psychological contract

Cited by 123 publications

References 55 publications

Exploring the Relationship Between Users' Psychological Contracts and Their Knowledge Contribution in Online Health Communities

Exploring the Relationship Between Users' Psychological Contracts and Their Knowledge Contribution in Online Health Communities

Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Building better employer brands through employee social media competence and online social capital

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