Age and psychological contract breach in relation to work outcomes

Jansen, P.G.W. [Promotor]Lange, A. [Copromotor]de Velde, M.E.G. van der [Copromotor

Leeftijd, het psychologisch contract en werkattitudes: Een meta-analyse

Contains fulltext : 90222.pdf (publisher's version ) (Open Access)The meta-analysis investigated the relations between age and psychological contracts. It was expected that age would be positively related to the employer obligations, and that age would moderate the relations between contract breach and job attitudes. The hypotheses were tested by means of a meta-analysis of 76 studies with in total 28,773 respondents. It was found that age is related negatively but marginally to the psychological contract, and that age moderated the relations between psychological contract breach and job attitudes. The relations between contract breach on the one hand and trust and affective commitment on the other hand were stronger for older workers, whereas the relation between contract breach and job satisfaction was stronger among younger workers. The theoretical and practical implications are discussed

Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?

Abstract Purpose: The aim of the current study was to investigate how social exchanges modify the relationship between psychological contract breach and work performance. We present two concurrent hypotheses, based on theoretical interaction effects of social exchanges (conceptualized as social exchange relationships, POS, and trust). Design/methodology/approach: Data were collected from a sample of 266 employees in a service sector company in the United States. Regression analysis was used to explore the moderating effects of social exchanges on the relationships between psychological contract breach and work performance (operationalized as in-role behaviors and organizational citizenship behaviors). Findings: It was found that the negative relationship between psychological contract breach and work performance was moderated by social exchanges, such that the relationship was stronger for employees with high social exchange relationship, perceived organizational support, and trust. Research limitations/implications: The data were collected cross-sectionally, and thus causal inferences have to be made with caution. Moreover, the data were collected from a single source. The study shows that the relations between contract breach and outcomes are moderated by the existing relationship between employee and organization. Practical Implications: Although organizations may invest in long-term relationships with their employees, psychological contract breaches have a profound impact on work performance. Therefore, organizations should diminish perceptions of contract breach; for instance by providing realistic expectations. Originality/Value: The study provides new theoretical insights on how social exchange can have two distinct effects on the breach-outcomes relations. It was shown that social exchanges moderate the relations between contract breach and work performance

Future time perspective and promotion focus as determinants of intraindividual change in work motivation

In the near future, workforces will increasingly consist of older workers. At the same time, research has demonstrated that work-related growth motives decrease with age. Although this finding is consistent with life span theories, such as the selection optimization and compensation (SOC) model, we know relatively little about the process variables that bring about this change in work motivation. Therefore, we use a 4-wave study design to examine the mediating role of future time perspective and promotion focus in the negative association between age and work-related growth motives. Consistent with the SOC model, we found that future time perspective was negatively associated with age, which, in turn, was associated with lower promotion focus, lower work-related growth motive strength, and lower motivation to continue working. These findings have important theoretical implications for the literature on aging and work motivation, and practical implications for how to motivate older workers

Multi-trait genome-wide association study identifies new loci associated with optic disc parameters

A new avenue of mining published genome-wide association studies includes the joint analysis of related traits. The power of this approach depends on the genetic correlation of traits, which reflects the number of pleiotropic loci, i.e. genetic loci influencing multiple traits. Here, we applied new meta-analyses of optic nerve head (ONH) related traits implicated in primary open-angle glaucoma (POAG); intraocular pressure and central corneal thickness using Haplotype reference consortium imputations. We performed a multi-trait analysis of ONH parameters cup area, disc area and vertical cup-disc ratio. We uncover new variants; rs11158547 in PPP1R36-PLEKHG3 and rs1028727 near SERPINE3 at genome-wide significance that replicate in independent Asian cohorts imputed to 1000 Genomes. At this point, validation of these variants in POAG cohorts is hampered by the high degree of heterogeneity. Our results show that multi-trait analysis is a valid approach to identify novel pleiotropic variants for ONH