The adoption of human resource practices to support employees affected by intimate partner violence: Women representation in leadership matters

Intimate partner violence (IPV) is a global public health issue that negatively impacts organizations and their employees. Research suggests that organizations can play a supportive role to lessen this negative impact. However, it has been relatively silent on the conditions under which organizations choose to play such a role. Integrating social role and critical mass perspectives, we examine the extent to which organizations adopt human resource (HR) practices to support employees affected by IPV. Specifically, we argue that organizations are more likely to adopt IPV-related HR practices when they are led by female Chief Executive Officers (CEOs) and Top Management Teams (TMTs) with more female members. Furthermore, we argue that when women's representation reaches a critical mass plateau, appointing more women in TMTs has no incremental impact, and this non-linear relationship moderates the CEO gender effect. Overall, we found support for our hypotheses based on a survey study of HR professionals from 414 Australian organizations (Study 1) and an archival study using 2 years of the Workplace Gender Equality Agency data from 4186 Australian organizations (Study 2). Theoretical and practical implications on the influence of gender configurations in leadership positions on the adoption of diversity, equity, and inclusion-related HR practices are discussed

Workplace familism and psychological contract breach in the Philippines

The present study addresses the call for theory-based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviour. We surveyed 267 full-time employees and found main effects of both types of workplace familism (i.e. workplace organisational and workplace supervisor familism) and breach of relational obligations on civic virtue behaviour. Workplace supervisor familism also moderated the relationship between breach and civic virtue behaviour, with the negative relationship between breach and civic virtue behaviour stronger when workplace supervisor familism was high. This suggests that employees with a high level of workplace supervisor familism may feel a sense of betrayal and, therefore, respond more negatively to contract breach. Implications for practice and directions for future research are discussed

Breaches of past promises, current job alternatives, and promises of future idiosyncratic deals: Three-way interaction effects on organizational commitment

This article examines the three-way interaction effect of breaches of past promises, current job alternatives, and promises of future idiosyncratic deals on affective organizational commitment. Specifically, we posit that the negative relationship between breaches of past promises and affective organizational commitment is strongest when employees are promised idiosyncratic deals in the future and when they perceive that few job alternatives are currently available elsewhere. Data collected from 196 managers at two points in time over a one-year period support the proposed three-way interaction effect. This article highlights the importance of differentiating fulfillment of past contract obligations from promises of future idiosyncratic deals in further research on psychological contract breaches. © The Author(s) 2012.link_to_subscribed_fulltex