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Journal articles on the topic 'Job contract'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 April 2022

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1

Dogar, Imtiaz Ahmad, Samreen Afzal, Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS." Professional Medical Journal 22, no. 11 (2015): 1525–30. http://dx.doi.org/10.29309/tpmj/2015.22.11.2445.

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Objectives: To determine the level of job satisfaction of physicians and teachershaving regular jobs and those having contract based jobs and to compare level of job satisfactionbetween these types of jobs and between the two professions. Study design: Cross sectionalstudy. Duration and place of study: This study was conducted with teachers and physiciansrecruited at different schools, colleges and hospitals of Faisalabad in six months from October,2008 to March 2009. Subjects and methods: A sample of 200 participants, 100 physicians(50 regular and 50 on contract basis) from public hospitals a

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BEERS, LEE SAVIO. "On-the-Job Contract Negotiation." Pediatric News 41, no. 3 (2007): 68. http://dx.doi.org/10.1016/s0031-398x(07)70211-4.

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Bellit, S. "The career paths of agricultural workers: What is the impact of temporary contracts? ." Agricultural Economics (Zemědělská ekonomika) 60, No. 12 (2014): 553–69. http://dx.doi.org/10.17221/78/2014-agricecon.

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Agriculture, more than any other sector, is a provider of temporary jobs. The main aim of the paper is to analyze the impact of the temporary contract in agriculture on the probability of remaining employed in this sector. There is used a discrete-time competing risks duration model with two sub-samples, consisting of seasonal contracts and fixed-term contracts. The results show that while the probability of a worker finding a job increases with the number of temporary jobs already amassed in his or her career, this probability decreases with the number of interruptions in employment. There is

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Davidson, Mike. "Job planning for NHS consultants." Bulletin of the Royal College of Surgeons of England 89, no. 4 (2007): 135. http://dx.doi.org/10.1308/147363507x188241.

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Since the introduction of the new consultant contract in 2003, annual formal job planning has become increasingly important. It is likely that those subject to a new staff and associate specialist contract will have to complete a similar process. I may be 'teaching my grandmother to suck eggs' but colleagues, particularly the newly appointed or those with clinical lead responsibilities, find themselves unsure how to plan their jobs. Ideally, job planning should enable employer and employee to deliver an efficient, transparent service for patients. The implementation and interpretation of job p

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van den Tooren, Marieke, and Jeroen de Jong. "Job demands-resources and employee health and well-being." Career Development International 19, no. 1 (2014): 101–22. http://dx.doi.org/10.1108/cdi-05-2013-0058.

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Purpose – The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract). Design/methodology/approach – Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses. Findings – Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer e

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De Clercq, Dirk, Inam Ul Haq, and Muhammad Umer Azeem. "Perceived contract violation and job satisfaction." International Journal of Organizational Analysis 28, no. 2 (2019): 383–98. http://dx.doi.org/10.1108/ijoa-07-2019-1837.

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Purpose This paper aims to investigate how employees’ perceptions of psychological contract violation or sense of organizational betrayal, might diminish their job satisfaction, as well as how their access to two critical personal resources – emotion regulation skills and work-related self-efficacy – might buffer this negative relationship. Design/methodology/approach Two-wave survey data came from employees of Pakistani-based organizations. Findings Perceived contract violation reduces job satisfaction, but the effect is weaker at higher levels of emotion regulation skills and work-related se

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Suryadewi, Ni Putu Diah, and Ida Bagus Ketut Surya. "PERAN KEPUASAN KERJA MEMEDIASI PENGARUH PSYCHOLOGICAL CONTRACT TERHADAP TURNOVER INTENTION KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 5 (2020): 1717. http://dx.doi.org/10.24843/ejmunud.2020.v09.i05.p04.

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The purpose of this study was to determine the Effect of Job Satisfaction Mediating Psychological Contracts on Turnover Intention. This research was conducted at The Samaya Ubud Luxury Villas. The number of samples in this study were 58 employees in the housekeeping department, especially saturated sampling. Data collection was carried out by interview and questionnaire. The analysis technique used is path analysis. Based on the results of the analysis shows that psychological contract has a negative and significant effect on turnover intention, job satisfaction has a negative and significant

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Róg-Ilnicka, Joanna. "O wybranych konsekwencjach nietypowych form zatrudnienia w świetle wywiadów jakościowych." Studia Demograficzne, no. 2(164) (December 6, 2013): 81–92. http://dx.doi.org/10.33119/sd.2013.2.4.

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Selected results of the qualitative research about social and individual consequences of non – typical forms of employment are presented. The research was carried out in the Lubuskie voivodship in 2011. They seem to show that the inhabitants of this province are aware of advantages and disadvantages of the flexible labour market. For some people flexible job contracts offer a chance to create self-made careers. Some people declare flexible jobs as a substitute under a lack of full-time jobs in searching for job. They understand that flexible jobs counteract unemployment and guarantee any

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Abdelmoteleb, Samir A. "The interrelationships among job satisfaction, work–home interference and psychological contract breach." German Journal of Human Resource Management: Zeitschrift für Personalforschung 33, no. 1 (2018): 32–55. http://dx.doi.org/10.1177/2397002218791566.

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This study aims to expand the literature on work–home interference, job satisfaction and psychological contracts. Using a two-wave panel survey, this study tests an explanatory model using data collected from 414 employees of three Egypt-based organizations. Consistent with the developed hypotheses, the results indicate a reciprocal negative relationship between employees’ work–home interference and job satisfaction. Moreover, psychological contract breach is negatively associated with job satisfaction. Furthermore, a moderating role of psychological contract breach in the relationship between

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Verschraegen, Claire F., Yousif Abubakr, and Mark Lee. "The Next Step in Your Career: Getting the Right Opportunity and the Right Contract." American Society of Clinical Oncology Educational Book, no. 40 (May 2020): 436–43. http://dx.doi.org/10.1200/edbk_279635.

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A new job is always a difficult step to take in one’s career. Negotiating the optimal contract is paramount. The contract should be a reasonable agreement that satisfies both parties: the enterprise and the prospective candidate. Some contract clauses are usually non-negotiable because these items are required for the job. Examples include board certification, insurance for liabilities, faculty standing for a specific position, and so forth. Other clauses are negotiable and should be negotiated, including salary, resources to perform the job, work hours, and so on. This article details what to

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Shin, Hyoung Chul. "The Relationship between Psychological Contract Breach and Job Insecurity or Stress in Employees Engaged in the Restaurant Business." Sustainability 11, no. 20 (2019): 5709. http://dx.doi.org/10.3390/su11205709.

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This study explored the relationship between psychological contract breach and job insecurity or stress in employees engaged in the restaurant business. To do this, four hypotheses were proposed. First, job insecurity has a significant positive effect on psychological contract breach. Second, job insecurity has a significant positive effect on job stress. Third, psychological contract breach has a significant positive effect on job stress. Fourth, job insecurity has a significant positive effect on job stress via psychological contract breach. Then, eligible respondents (n = 384; 183 men and 2

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Ma’amor, Hairunnisa, Norhidayah Mohd Rashid, Nur`ain Achim, and Nurul Atikah Zainal. "Understanding Employee Psychological Contract and Job Satisfaction." Global Journal of Business and Social Science Review Vol. 2(4) 2014 2, no. 4 (2014): 112–18. http://dx.doi.org/10.35609/gjbssr.2014.2.4(13).

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Objective - Organizational changes and transformations are common phenomenon these days. Changes may lead to the breach of the psychological contract of employer-employee expectation on the employment thus affects employee job satisfaction. This study was conducted with the aim to identify the relationship between psychological contract and employee job satisfaction. Methodology/Technique - Two components of psychological contract were used in this study, namely transactional dimension and relational dimension. Data was collected using a questionnaire which involved the total of 100 employees

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Varghese, Sabu, and M. S. Raju. "Psychological Contract Breach and Organizational Outcomes: Moderating Effect of Tenure." Asian Review of Social Sciences 8, S1 (2019): 46–51. http://dx.doi.org/10.51983/arss-2019.8.s1.1495.

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Conventional wisdom tells us that only if the employees are paid enough, they can be made happy consequently productive. However, studies have suggested that the nature of the relations between employer and employee have a vital role to play in employee’s job satisfaction, Likewise, employee’s intention to leave the organization is influenced by both money related factors and relational elements. Studies suggest that the nature of the employer-employee relationship significantly affects the employee perceptions and reactions. Psychological Contract is a model which will help one to understand

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Akmal, Akmal, and Elfitra Azliyanti. "Developing Psychological Contracts of Justice in Improving Employee's Satisfaction at Perum Damri." AMAR (Andalas Management Review) 3, no. 1 (2019): 55–75. http://dx.doi.org/10.25077/amar.3.1.55-75.2019.

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This study aims to examine the predictors and consequences of a fair psychology contract. There are relationships between the degree of reciprocal trust and fair psychological contracts, reward mechanisms for fair psychology contracts, assessment of actual performance to a psychological contract of justice, intrinsic motivation to equitable psychology contracts, equitable psychological contracts on job satisfaction and Intrinsic motivation and Job satisfaction. The population of this study is 205 staff at Perum Damri Regional Division II and data was collected using a purposive sampling techni

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Stein, Sarah B. "The Jewish Marriage Contract in Blake’s Job." Wordsworth Circle 49, no. 1 (2018): 41–46. http://dx.doi.org/10.1086/twc49010041.

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Ewing, K. D. "Job Security and the Contract of Employment." Industrial Law Journal 18, no. 4 (1989): 217–22. http://dx.doi.org/10.1093/ilj/18.4.217.

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Smithson, Janet, and Suzan Lewis. "Is job insecurity changing the psychological contract?" Personnel Review 29, no. 6 (2000): 680–702. http://dx.doi.org/10.1108/00483480010296465.

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Bravo, Gonzalo A., Doyeon Won, and Weisheng Chiu. "Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches." International Journal of Sports Science & Coaching 14, no. 3 (2019): 273–84. http://dx.doi.org/10.1177/1747954119848420.

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This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split

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Bernhard, Sarah. "Der Quasi-Markt für Arbeitsvermittlung in Deutschland: Welche Rolle spielen Vertrags- und Trägermerkmale bei ausgeschriebenen Vermittlungsdienstleistungen?" Zeitschrift für Sozialreform 62, no. 3 (2016): 271–300. http://dx.doi.org/10.1515/zsr-2016-0013.

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AbstractIn Germany, the public employment service partially contracts out job placement services to private providers. Do the private provider’s characteristics or the contract design or remuneration influence the job searcher’s probability to be placed into a new job? To answer these questions we analyze unique administrative data of the Federal Employment Agency with cox proportional hazard regressions. Job searchers have a higher propensity to be placed into a new job by a private provider when the provider is a non-profit organization or when the private provider had above-average placemen

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Ahmad Dogar, Prof Dr Imtiaz, Samreen Afzal, Dr Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS; REGULAR VERSES CONTRACT BASIS JOBS." Professional Medical Journal 22, no. 11 (2015): 1525–30. http://dx.doi.org/10.17957/tpmj/15.2894.

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Wise, M. E. Jan. "How to make job planning work." Psychiatric Bulletin 29, no. 10 (2005): 385–86. http://dx.doi.org/10.1192/pb.29.10.385.

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New contracts were recently accepted across the devolved nations of the UK as the basis for all future consultant employment in the National Health Service (NHS). All existing consultants have the choice of transferring to the Terms and Conditions of Service 2003 (Department of Health, 2003) or remaining on their existing contract.

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Thomas, David C., Kevin Au, and Elizabeth C. Ravlin. "Cultural variation and the psychological contract." Journal of Organizational Behavior 24, no. 5 (2003): 451–71. http://dx.doi.org/10.1002/job.209.

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宋, 依君. "The Relationship among College Teachers’ Psychological Contract, Job Satisfaction and Job Burnout." Advances in Psychology 09, no. 01 (2019): 91–97. http://dx.doi.org/10.12677/ap.2019.91012.

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Gosden, Toby, Jacky Williams, Roland Petchey, Brenda Leese, and Bonnie Sibbald. "Salaried contracts in UK general practice: a study of job satisfaction and stress." Journal of Health Services Research & Policy 7, no. 1 (2002): 26–33. http://dx.doi.org/10.1258/1355819021927647.

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Objectives: To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. Methods: Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possi

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Nayak, Sunanda, Debasish Jena, and Srikanta Patnaik. "Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study." International Journal of Engineering Business Management 13 (January 1, 2021): 184797902110040. http://dx.doi.org/10.1177/18479790211004007.

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The present research is inclined to study the relationship between two important forms of “Contract” in employment relations, psychological contract and knowledge contract, and job outcomes, i.e. employee retention and employee satisfaction. For this purpose, the data were collected from 268 employees working in the IT sector from North India. The results suggest the mediating impact of the psychological contract in the relationship between knowledge contract and job outcomes. Besides, this study develops a theoretical model that establishes the relationship between knowledge sharing and knowl

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Heshmati, Behnam, and Saied Mohamad Musavi Jed. "Relationship of Psychological Contract and Employees' Job Engagement (An Investigation of the Millennium Generation and the Impacts of Various Generations)." International Letters of Social and Humanistic Sciences 62 (October 2015): 16–26. http://dx.doi.org/10.18052/www.scipress.com/ilshs.62.16.

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The current paper was administered with the aim of examining the relationship between the psychological contract fulfillment and the employees' job engagement at the Islamic Azad University, Sanandaj Branch (Investigation of the millennium generation and the impact of various generations). For this purpose, all the employeesof this university were examined as the statistical universe. This study, methodologically speaking, is a descriptive research of correlation type, of applied nature in terms of goal, and of survey information in terms of collection manner while temporally it is latitude-pe

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Ellershaw, Julia, Peter Steane, John McWilliams, and Yvon Dufour. "Promises in psychological contract drive commitment for clinicians." Clinical Governance: An International Journal 19, no. 2 (2014): 153–65. http://dx.doi.org/10.1108/cgij-01-2014-0003.

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Purpose – Job satisfaction, mental health and organisational commitment are important for clinician retention. Psychological contracts, organisational justice and negative affectivity (NA) have been linked with these outcomes but there is limited research examining these concepts in combination, particularly for clinicians. The aim of this paper is to examine the relationships between psychological contract breach, organisational justice and NA, on the outcomes of organisational commitment, psychological distress and job satisfaction, in a medical context. Design/methodology/approach – Surveys

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Karagonlar, Gökhan, Robert Eisenberger, and Justin Aselage. "Reciprocation wary employees discount psychological contract fulfillment." Journal of Organizational Behavior 37, no. 1 (2015): 23–40. http://dx.doi.org/10.1002/job.2016.

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Ng, Thomas W. H., and Daniel C. Feldman. "Age, work experience, and the psychological contract." Journal of Organizational Behavior 30, no. 8 (2009): 1053–75. http://dx.doi.org/10.1002/job.599.

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Lester, Scott W., Jill R. Kickul, and Thomas J. Bergmann. "Managing employee perceptions of the psychological contract over time: the role of employer social accounts and contract fulfillment." Journal of Organizational Behavior 28, no. 2 (2007): 191–208. http://dx.doi.org/10.1002/job.410.

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Dawson, Chris, Michail Veliziotis, and Benjamin Hopkins. "Temporary employment, job satisfaction and subjective well-being." Economic and Industrial Democracy 38, no. 1 (2014): 69–98. http://dx.doi.org/10.1177/0143831x14559781.

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This article is concerned with whether employees on temporary contracts in Britain report lower well-being than those on permanent contracts, and whether this relationship is mediated by differences in dimensions of job satisfaction. Previous research has identified a well-being gap between permanent and temporary employees but has not addressed what individual and contract specific characteristics contribute to this observed difference. Using data from the British Household Panel Survey, the article finds that a large proportion of the difference in self-reported well-being between permanent

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Rayton, Bruce A., and Zeynep Y. Yalabik. "Work engagement, psychological contract breach and job satisfaction." International Journal of Human Resource Management 25, no. 17 (2014): 2382–400. http://dx.doi.org/10.1080/09585192.2013.876440.

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Henley, M. Bradford. "Finding Your Ideal Job and Negotiating Your Contract." Journal of Orthopaedic Trauma 26 (September 2012): S9—S13. http://dx.doi.org/10.1097/bot.0b013e318264218d.

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Goñi-Legaz, Salomé, and Andrea Ollo-López. "Temporary contracts, participation in decision making and job satisfaction in European workers." International Journal of Manpower 38, no. 6 (2017): 875–92. http://dx.doi.org/10.1108/ijm-04-2016-0086.

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Purpose The purpose of this paper is to establish to what extent temporary contract and participation in decision making impact on employees job satisfaction and to propose a model whereby participation in decision making mitigates against the negative impact that temporary work has on job satisfaction. Design/methodology/approach The authors use data for a representative sample of 14,778 employees in 23 European countries. In order to test the hypotheses, the authors use regression models and the Chow test. Findings The results show that while temporary contracts decreases job satisfaction, p

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Ma, Bing, Shanshi Liu, Hermann Lassleben, and Guimei Ma. "The relationships between job insecurity, psychological contract breach and counterproductive workplace behavior." Personnel Review 48, no. 2 (2019): 595–610. http://dx.doi.org/10.1108/pr-04-2018-0138.

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PurposeThe purpose of this paper is to examine the mediating effect of psychological contract breach on the relationship between job insecurity and counterproductive workplace behavior (CWB) and the moderating effect of employment status in this relationship.Design/methodology/approachData were collected from 212 supervisor–subordinate dyads in a large Chinese state-owned air transportation group. AMOS 17.0 software was used to examine the hypothesized predictions and the theoretical model.FindingsThe results showed that psychological contract breach partially mediates the effect of job insecu

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R., Martha C. Sandino, Esnel González H., and Heriberto González Valencia. "Comparative Work Insertion of Professionals in Sports 2008 Vs. 2012." Modern Applied Science 12, no. 6 (2018): 1. http://dx.doi.org/10.5539/mas.v12n6p1.

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This article shows a comparative analysis of the labor insertion of the program named ¨Professionals in Sport and Physical Activity¨ 2008 and the program with a new name ¨Professional in Sports¨ 2012, in order to know the significant differences about their first job, type of contract and the relationship of their job with the career they studied. Frequency distribution tables and the statistical software EPIDAT 3.1 were used in both groups. It was concluded that graduated students work by contract to provide services and that their jobs are directly related to their professional training.

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Huy, Phuong Tran, Ngan Hoang Vu, Hue Thi Hoang, and Hanh Thi Hai Nguyen. "Procedural Justice in Selection from the Lens of Psychological Contract Theory." Organizacija 53, no. 4 (2020): 272–86. http://dx.doi.org/10.2478/orga-2020-0018.

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AbstractBackground and purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates applicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes.Methodology: Two surveys were conducted with job seekers in Vietnam, one befor

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Mallette, Claire. "Nurses’ work patterns: perceived organizational support and psychological contracts." Journal of Research in Nursing 16, no. 6 (2011): 518–32. http://dx.doi.org/10.1177/1744987111422421.

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With unfolding human resource challenges in health care, little is known of the impact of changing work patterns and employment relationships on the organization and the nursing profession. Social Exchange Theory (perceived organizational support (POS) and psychological contracts) was used to gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes. The sample consisted of 650 randomly selected nurses employed in full-time, part-time, and casual positions across healthcare settings in Ontario, Canada

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Safhira, Dea, and I. Nengah Suarmanayasa. "Analisis Kepuasan Kerja Pada Guru Di Smk Negeri 3 Singaraja (Sebuah Kajian Dari Perspektif Manajemen SDM)." Bisma: Jurnal Manajemen 7, no. 2 (2021): 165. http://dx.doi.org/10.23887/bjm.v7i2.31485.

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Abstract This study aims to: (1) describe the causes of low job satisfaction, (2) describe the impact of low job satisfaction, and (3) describe efforts to increase job satisfaction. The subjects of this research were all contract teachers at SMK Negeri 3 Singaraja, and the object of research was the low job satisfaction. The population in this study were all informants who would provide information about the low job satisfaction felt by contract teachers, consisting of the contract teachers themselves, the principal and students at SMK Negeri 3 Singaraja. This research is a qualitative descrip

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Sari, Evi Indah, Oesman Lewangka, and Miah Said. "ANALISIS KESESUAIAN PEKERJAAN INDIVIDU, MODAL MANUSIA TERHADAP KINERJA PEGAWAI KONTRAK DAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DAERAH DI KOTA MAKASSAR." Indonesian Journal of Business and Management 4, no. 1 (2021): 77–86. http://dx.doi.org/10.35965/jbm.v4i1.1192.

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Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh kesesuaian pekerjaan individu, modal manusia terhadap kepuasan kerja dan kinerja pegawai kontrak, pengaruh kepuasan kerja terhadap kinerja pegawai kontrak, pengaruh kesesuaian pekerjaan individu dan modal manusia terhadap kinerja pegawai kontrak melalui kepuasan kerja. Teknik pengumpulan data melalui observasi, interview dan dokumentasi serta kuesioner. Sedangkan teknik analisis data yang digunakan adalah analisis PLS. Hasil penelitian menemukan bahwa kesesuaian pekerjaan individu berpengaruh terhadap kepuasan kerja,

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Fernández Puente, Adolfo C., and Nuria Sánchez-Sánchez. "Labor Market Precarity Shapes Perception of the Public Sector in the Eurozone." SAGE Open 11, no. 3 (2021): 215824402110404. http://dx.doi.org/10.1177/21582440211040415.

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This study analyses the impact of working in the public sector on job satisfaction in Europe (19) through the European Working Condition Survey (EWCS). A grouping of countries is proposed based on the perception of workers regarding the functioning of the labor market. Econometric estimates show that public sector workers, at an aggregate level, are more satisfied than those in the private sector. The highest job satisfaction corresponds to permanent contract public sector workers, followed by temporary contract public sector employees, the permanent contract private sector, and the temporary

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Ampofo-Ansah, Christine, and Joseph Ampofo Ansah. "Psychological Contract Breach and Work Performance in the Public Sector in Ghana." International Journal of Technology and Management Research 2, no. 2 (2020): 38–43. http://dx.doi.org/10.47127/ijtmr.v2i2.56.

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Work in organizations entails an exchange relationship between employees and organization. Apart from the written employment contract, there still exists a set of mutual expectations from the two parties (employer and employee) which remain unwritten and unvoiced and yet drives the behavior of both workers and organizations alike, and this is what is referred to as the psychological contract. Psychological contract refers to the employees’ subjective interpretations and evaluations of their deal with the organization. The aim of this study is to explore the impact of breaches or violations in

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Sheehan, Cathy, Tse Leng Tham, Peter Holland, and Brian Cooper. "Psychological contract fulfilment, engagement and nurse professional turnover intention." International Journal of Manpower 40, no. 1 (2019): 2–16. http://dx.doi.org/10.1108/ijm-08-2017-0211.

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Purpose The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession. Design/methodology/approach The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation mo

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Choi, Ki-Bo, Kyung-A. Lee, and Eun-Soon Lyu. "Job Characteristics Contributing to Job Burnout and Job Engagement of Dietitians Engaged in Contract Foodservice Management Companies." Journal of the East Asian Society of Dietary Life 30, no. 4 (2020): 316–25. http://dx.doi.org/10.17495/easdl.2020.8.30.4.316.

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Jiang, Lixin, Tahira M. Probst, and Wendi L. Benson. "Organizational context and employee reactions to psychological contract breach: A multilevel test of competing theories." Economic and Industrial Democracy 38, no. 3 (2015): 513–34. http://dx.doi.org/10.1177/0143831x15579288.

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This study examines how organizational context affects employee reactions to perceived psychological contract breach. Using Conservation of Resources and Social Comparison theories, the authors develop competing hypotheses regarding the potential exacerbating vs. buffering effects of organizational context on the relationships between psychological contract breach and job security satisfaction, job satisfaction, work–family conflict, and burnout. They collected a multi-source, multilevel data set composed of faculty and departmental administrators at a university experiencing repeated budget r

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Coyle-Shapiro, Jacqueline A.-M. "A psychological contract perspective on organizational citizenship behavior." Journal of Organizational Behavior 23, no. 8 (2002): 927–46. http://dx.doi.org/10.1002/job.173.

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Rousseau, Denise M., Samantha D. Hansen, and Maria Tomprou. "A dynamic phase model of psychological contract processes." Journal of Organizational Behavior 39, no. 9 (2018): 1081–98. http://dx.doi.org/10.1002/job.2284.

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Chen, Zhen Xiong, Anne S. Tsui, and Lifeng Zhong. "Reactions to psychological contract breach: a dual perspective." Journal of Organizational Behavior 29, no. 5 (2008): 527–48. http://dx.doi.org/10.1002/job.481.

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Chambel, Maria José, and Rita Fontinha. "Contingencies of Contingent Employment: Psychological Contract, Job Insecurity and Employability of Contracted Workers." Revista de Psicología del Trabajo y de las Organizaciones 25, no. 3 (2009): 207–17. http://dx.doi.org/10.4321/s1576-59622009000300002.

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Tsui, Pei-Ling, Yi-Shyuan Lin, and Tung-Han Yu. "The Influence of Psychological Contract and Organizational Commitment on Hospitality Employee Performance." Social Behavior and Personality: an international journal 41, no. 3 (2013): 443–52. http://dx.doi.org/10.2224/sbp.2013.41.3.443.

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Our purpose in this study was to identify the determinants of employee performance at international hotels in Taiwan. We developed a comprehensible structural model consisting of 4 latent variables and 16 indicators, in order to build a complete and integrated picture of the relationships among job satisfaction, psychological contract, organizational commitment, and job performance. Participants were 361 employees at chain international hotels in Taiwan. The results indicate that there is a significant indirect effect of job satisfaction on job performance which is mediated by psychological co

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