Moderating effects of national culture on the psychological contract breach and outcome relationship: a meta-analysis

Jayaweera, A.T.; Bal, P. Matthijs; Chudzikowski, Katharina; Jong, Simon B. de

doi:10.1108/ccsm-07-2020-0137

Cited by 14 publications

(26 citation statements)

References 130 publications

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“…Global managers could alternatively improve work relationships across different generations through mutual OCBs. In line with Jayaweera et al's (2021) suggestions, global managers should encourage employees to interact with one another and prioritize communication to help maintain effective informal work relationships. People are more likely to engage in OCBs where they help coworkers with whom they get along well and with whom they have quality relationships.…”

Section: Practical Implicationsmentioning

confidence: 95%

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Baeza

González

Chapa

et al. 2022

CCSM

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PurposeThe authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.Design/methodology/approachThe authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.FindingsCollective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.Research limitations/implicationsGender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).Practical implicationsThe results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.Social implicationsGlobal managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.Originality/valueThe authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.

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Section: Practical Implicationsmentioning

confidence: 95%

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Baeza

González

Chapa

et al. 2022

CCSM

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“…Future orientation concerns the extent to which individuals engage in future-oriented behavior such as delaying gratification, planning, and investing in the future (House et al, 2004). In a society with high future orientation, individuals place more value on long-term rather than short-term results; they also tend to have stronger willingness to pursue goals to meet their future aspirations (Jayaweera et al, 2021).…”

Section: Normative Perspective Of Socioemotional Wealthmentioning

confidence: 99%

Family firms, national culture and corporate social performance: a meta-analysis

Chen

Liu

2022

CCSM

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PurposeExtant literature is ambiguous on the corporate social performance (CSP) of family firm. This paper aims to synthesize existing evidence of the relationship between family firm and corporate responsibility performance, and to examine the moderating effects of national culture.Design/methodology/approachThe paper is based on a meta-analysis of the relationship between family firm and CSP, as well as the role of national culture on shaping this relationship.FindingsThe findings show evidence of greater CSP among family firms compared to nonfamily firms. The family firm–CSP relationship was moderated by cultural values such as ingroup collectivism, humane orientation and future orientation, and the moderating effects depended on cultural tightness.Originality/valueThe results help reconcile inconclusive prior findings, and elucidates family firms' corporate social responsibility in different cultures.

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“…On the other hand, several empirical studies reported that breaching a psychological contract is one of the primary reasons influencing workers' performance (Amoah et al, 2021;Gulzar et al, 2021;Said et al, 2021). The breach of a psychological contract occurs when the fulfillment of one of the obligations interferes with a psychological contract between employer and employee, which leads to adverse consequences influencing satisfaction and mutual trust (Jayaweera et al, 2021). It also negatively affects the behavior of workers through continuous absenteeism and neglect of job duties, which may lead to increased employee turnover (Hammouri et al, 2015;Liu et al, 2020).…”

Section: Psychological Contract Fulfillmentmentioning

confidence: 99%

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

Hammouri

Altaher²,

Rabaa'i

et al. 2022

Problems and Perspectives in Management

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Changes in the economy, politics, competitors, customers, and even the weather affect the trust relationship between employers and employees. Most organizations are striving to strengthen such relationships by focusing on psychological contract fulfillment that allows for trust leading to job stability and career advancement. An integrated framework was used to investigate the role of psychological contract fulfillment on academic employees in two Jordanian universities (Yarmouk and Jadara Universities). The research area is determined in universities due to a breach of psychological contracts. Using a quantitative method, responses from academic employees were collected to examine their perception of the influence of psychological contract fulfillment on job outcomes. Hypotheses were tested using the partial least square structural equation modeling (PLS-SEM) method on data gathered from 90 academic employees. The findings indicated that psychological contract fulfillment positively influences both employee productivity and satisfaction. In addition, the results revealed that psychological contract fulfillment negatively influences employee turnover. Furthermore, the study findings have managerial implications through enhancing organizational citizenship behavior that leads to increased employee productivity and satisfaction.

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Moderating effects of national culture on the psychological contract breach and outcome relationship: a meta-analysis

Cited by 14 publications

References 130 publications

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences

Family firms, national culture and corporate social performance: a meta-analysis

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

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