Unraveling disruptions: how employees pick up signals of change

Psychological contracts reside in the eye of the beholder and capture the employee-employer exchange relationship. It is a dynamic relationship as employees deliberately manage and change their psychological contract over time. Triggers seem to be the drivers underpinning this dynamism. Yet little is known about how these triggers operate and affect the psychological contract. To address this, we explore triggers and their impact using a 6-week daily diary study (N = 117). We found a linear chain of positive relationships from initial triggers to connectedness of past triggers, to the experience of negative emotions, to the expected reoccurrence of the initial trigger, ultimately disrupting the psychological contract. The findings revealed the dynamic effect of triggers on the employment relationship, not only by exposing the underlying micro-processes, but also by revealing that the impact of triggers can linger for approximately 11 days before leveling off. These findings suggest that the psychological contract may fluctuate on a daily basis due to the influence of triggers. The theoretical implications for understanding the dynamic nature of the psychological contract are discussed in relation to the disruptive role of triggers

One job, one deal...or not: do generations respond differently to psychological contract fulfillment?

This paper investigates generational differences in the relations between psychological contract fulfillment and work attitudes. Data were collected from a sample of 909 employees in the Dutch service sector. Structural equation modeling analyses were used to test the moderating effects of generational differences on the influence of psychological contract fulfillment on affective commitment and turnover intention. The relationship between psychological contract fulfillment and these work outcomes was moderated by generational differences. Furthermore, results indicate that different generations respond differently to different aspects of psychological contract fulfillment, such as career development, job content, organizational policies, social atmosphere and rewards. The study provides evidence that generational differences impact the reciprocal relationship between employer and employee. Results from this study suggest that Baby Boomers and Generation X may be more motivated by social atmosphere, whereas Generation Y may be more motivated by job content and career development. Fair organizational policies are particularly motivating to Generation X, and providing rewards, though more important to Generation Y, seem mostly unrelated to work outcomes. This article is the first to study the moderation of generational differences in the relationships between psychological contract fulfillment and work outcomes

In pursuit of impact: how psychological contract research can make the work-world a better place

This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an ‘ethics of care’ perspective

In Pursuit of Impact: How Psychological Contract Research Can Make the Work-World a Better Place

This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an ‘ethics of care’ perspective

Online hospitality and the collaborative paradigm of communication : a conceptual understanding of collaborative platforms peer-to-peer interaction experiences

Chapter 17 in the 'Handbook on Tourism and social media

Routines as a perspective for HR-professionals:Diversity as a driver for routines

This chapter examines how organizational behaviour is rooted in routines and habits. Using insights from sociology and cognitive psychology, the authors develop a framework which addresses the influence of the broader environment on organizational behaviour, including societal and generational developments, over time is discussed. The chapter argues that these broader environmental developments exert a greater influence on organizational behaviour than many managers and HR-professionals realize. To assist these professionals, the authors present three insights offering them a further understanding of organizational behaviour and how this may be affected by HR policies

Online peer-to-peer hospitality

a chapter from the Encyclopedia of Tourism Management and Marketing. The Encyclopedia of Tourism Management and Marketing is, quite simply, the definitive reference work in the field. Carefully curated by leading tourism scholar Dimitrios Buhalis, this is the largest tourism management and marketing ontology that has ever been put together and offers a holistic examination of this interdisciplinary fiel

A conceptual understanding of collaborative platforms peer-to-peer interaction experiences

This paper's main goal is to shed a conceptual light on the hospitality perspective regarding online peer-to-peer interactions and present the collaborative paradigm of the online communication approach to elucidate hospitable online interactions on collaborative platforms. We believe that hospitable actions may be performed online through communication and that its perceived experience occurs mainly before and during the accommodation itself, influencing the overall experience. This paper aims to contribute to the current literature, by proposing a conceptual understanding of online hospitality and its potential experiences based on perceived peer-to-peer collaborative consumption interactions

Individualization of work arrangements: A contextualized perspective on the rise and use of I-deals.

This chapter discusses i-deals within the broader context of changes in society and organizations. Greater focus in contemporary organizations and society is now put on the individual needs and wishes of employees, whilst at the same time employees are expected to be more self-reliant in their work and careers. The ultimate consequence of this process of individualization of work is the disappearance of the meaning of collectivity in the workplace. At the same time, employees who are not proactive enough to negotiate their own benefits, face the risk of losing the competition and are left with marginalized jobs or no jobs at all

Sustainable Work across Time and Space

EuroCHRIE conference, Aalborg, Denmar