Migrant workers and the changing psychological contract

Morgan, Arthur E.; Finniear, Jocelyn

doi:10.1108/03090590910959272

Cited by 12 publications

(8 citation statements)

References 35 publications

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“…En primer lugar, las personas inmigrantes tienden a ocupar puestos con bajas condiciones laborales, rechazados por autóctonos, de una gran precariedad y con bajos salarios (Moreno-Jiménez, Ríos-Rodríguez, Canto-Ortiz, San Martín-García y Perles-Nova, 2010; Pajares, 2009;2010;Porthé, Amable y Benach, 2007;Solé, 2001), aunque tienden a mejorar con el tiempo (Martínez, 1996;Patiño y Kirchner, 2009). En segundo lugar, los inmigrantes tienden a desempeñar funciones por debajo de su cualificación, lo que podría llegar a suponer una ruptura del contrato psicológico (Morgan y Finniear, 2009), entendido como las creencias o acuerdo percibido que marcan la relación laboral entre trabajador y organización (Topa y Morales, 2005). Por último, debido al idioma o las pautas culturales diferentes puede producirse una falta de adaptación al puesto de trabajo, aumentando el estrés aculturativo.…”

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Una aproximación al síndrome de burnout y las características laborales de emigrantes españoles en países europeos

Vallejo-Martín

2017

Revista de Psicología del Trabajo y de las Organizaciones

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El estudio analiza las características laborales (externas y de contenido) de emigrantes españoles en países europeos (Reino Unido y Alemania), así como su relación con las dimensiones del síndrome de burnout. También si estas variables son predictivas de la satisfacción con la vida. Con una muestra de 679 personas, se obtiene que a peores condiciones laborales (externas y de contenido), mayores son los niveles de agotamiento emocional y cinismo y menores de eficacia profesional (y viceversa). Asimismo, entre otras conclusiones, se señala que se observan diferencias en las dimensiones del burnout y las características laborales del contenido del trabajo en función del ajuste del puesto al nivel de formación y el tiempo de residencia en el país de destino. Por último, se obtiene que las condiciones laborales, el cinismo y la eficacia profesional son factores predictivos de la satisfacción con la vida, pero no así el agotamiento emocional.

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Una aproximación al síndrome de burnout y las características laborales de emigrantes españoles en países europeos

Vallejo-Martín

2017

Revista de Psicología del Trabajo y de las Organizaciones

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“…Argyris, Levinson and Schein) was largely qualitative in nature. By acknowledging this initial trend, there have been increasing calls for the qualitative perspective in the relevant research (Bankins, 2015;Morgan and Finniear, 2009;Nadin and Williams, 2011). According to Poppleton et al (2008), qualitative studies "may hold new implications for theory and practice [as they may highlight] the idiosyncratic and complex ways in which people understand and manage relationships" (pp.…”

Section: Psychological Contract and Mutualitymentioning

confidence: 99%

Mutuality or mutual dependence in the psychological contract: a power perspective

Ali

2020

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Purpose There have been increasing calls to explore the psychological contract from the lens of power. By addressing this gap, the purpose of this paper is to investigate the assumption of mutuality in relation to power dynamics in the employment relationship. Design/methodology/approach A total of 43 in-depth interviews are conducted with 6 managerial and 37 non-managerial respondents in three major call center organizations in Pakistan. Template analysis is used to analyze the data. Findings By undermining the assumption of implicit mutuality, the analysis reveals indeterminacy, an issue that has been frequently underplayed in the psychological contract research. The results further suggest that – in reality – employability, flexibility and employee training do not promote mutuality to the extent that is theoretically assumed because of the employers’ manipulation of these issues in their own favor. Research limitations/implications The focus on call centers limits the generality of findings with further qualitative research needed in other industries to explore how power asymmetries impact upon mutuality in different working environments. Practical implications The research implications suggest the significance of timely and explicit communication in order to curtail indeterminacy in the employment relationship. This will not only reduce the development of breach perceptions among employees but will also reinforce their psychological contracts with the organization. Originality/value This research contributes by highlighting the significance of mutual dependence rather than mutuality in the psychological contract. The mutual dependence approach efficiently acknowledges the implications of power asymmetries which remain largely under-researched in the psychological contract theory.

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“…For the individual, participation in this training is understood as an opportunity to enable personal development and involves a commitment to the organizational process (Sullivan 1999). It is this kind of arrangement for progression and recognition, which is an important element of the psychological contract reported to exist between the individual and their employing organization (Conway and Briner 2009;Morgan and Finniear 2009). An individual's definition of a career and relative measures of success, however, are very much tied to subjective ideas about work, life and his or her role within it (Hall and Chandler 2005).…”

Section: Introductionmentioning

confidence: 99%

Human resource development of non-commissioned officers in the army; a cognitive style perspective?

Morgan

Rayner

2011

Human Resource Development International

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This article considers the assessed performances of non-commissioned officers in a programme perceived as an important career enhancing activity for British military personnel. We introduce the idea of cognitive style as an important individual difference affecting performance on programmes of training and development and the implications for career progression. The research methodology adopted involved mixed methods as an alternative way of 'seeing', 'researching' and 'theorising' human resources development in this context. The research drew upon a mix of data from course participants and organizers, and it comprised cognitive style testing, within course assessment data and notes recorded during field observation. The results revealed relationships between the factors associated with 'styles', 'assessed learning performance' and 'course experience'. Key perspectives on the experiences of training in terms of success and strategic direction were also identified. The study provides a deeper understanding of career-development processes in the military organization, considers the implications in which knowledge of an individual's style may have for the individual and course organizers and imports new theoretical frameworks into the study of human resource development. IntroductionThe purpose of this article is to report on research related to the training and development of non-commissioned officers (NCOs) in the British Infantry. The intention of this article is to apply 'cognitive style' to the study of Human resource development (HRD) following requests from a number of authors (e.g. Sambrook 2004; Woodall 2006) to bring a new theory to the field. The implications of cognitive style for training in this research stem from the recognition of its impact on a range of individual approaches to learning and development and, by extension, to individuals' career-oriented behaviour (Struefert and Nogami 1989). sense of information, thereby affecting successful task execution. It is also arguably a factor to consider in the design and management of systems, which subsequently operate in groups or team activity and which, in itself, is closely associated with military service.Utilizing cognitive style as an individual difference variable has been suggested as an important consideration for HRD managers and for personnel within an organization (Sadler-Smith 1998). Style is identified as a focal point in extending understanding of how thinking around decision-making, learning and personal performance, the knowledge of which may enhance the investment made in training and development by individuals and their employing organization. The issue of person-environment fit is also considered in respect to how style might help further enhance personal performance in the workplace setting (Armstrong and Cools 2009; Cools, Armstrong and Sadler-Smith 2010). The potential for the 'style' construct in an HRD context therefore arises from recognition that individual differences in cognition may have considerable impact on the motivatio...

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Migrant workers and the changing psychological contract

Cited by 12 publications

References 35 publications

Una aproximación al síndrome de burnout y las características laborales de emigrantes españoles en países europeos

Una aproximación al síndrome de burnout y las características laborales de emigrantes españoles en países europeos

Mutuality or mutual dependence in the psychological contract: a power perspective

Human resource development of non-commissioned officers in the army; a cognitive style perspective?

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