Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (seewww.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is openand never“finished.”It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties,such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us

Lifespan perspectives on psychological contracts

This chapter discusses the role of psychological contracts along the lifespan and careers of workers. It explains the meaning of the psychological contract, and discusses lifespan theories in relation to how psychological contracts may change with age. In particular, there are three ways through which psychological contracts evolve over time. First, the content of mutual obligations between employees and organizations may change over time, where older workers may perceive different obligations from themselves and their employer compared to younger workers. Second, the type and features of psychological contracts may change over time, with older workers generally experiencing more stable, yet potentially also transactional psychological contracts with their employer. Finally, experiences of and responses to breach of the psychological contract may vary with age. The chapter concludes by discussing how lifespan theories relate to novel theories that treat the psychological contract as a temporally dynamic construct and how psychological contracts operate in the contemporary workplace

The relationship between psychological contract breach and counterproductive work behavior in social enterprises: Do paid employees and volunteers differ?

Scholars agree that counterproductive work behavior (CWB) is instigated by psychological contract breach and feelings of violation. This article focuses on the mediating role of feelings of violation (a mixture of negative emotions) in the relationship between psychological contract breach and CWB, and assesses whether volunteers and paid employees experience a similar chain of events. The study uses Mplus 7 to estimate a moderated mediation model with bootstrapping. The results indicate that both paid employees and volunteers (1) experience feelings of violation when perceiving psychological contract breach, and (2) engage in CWB targeted to the organization (CWB-O) when experiencing feelings of violation. However, these relationships were not significantly different when comparing paid employees and volunteers. It is hence concluded that a similar chain of cognitions and emotions explains why volunteers and paid employees engage in CWB-O. In unraveling this sequence, possibilities for targeted interventions are suggested

Exploring temporal changes in obligated and delivered inducements: A dynamic systems perspective

Contains fulltext : 219054.pdf (Publisher’s version ) (Closed access)The psychological contract (PC) is a dynamic process, where employees actively and passively adjust their perceptions of obligated and delivered inducements. In this study, we focus on the temporal changes in employee's perceptions of obligated and delivered inducements and show that these micro-level dynamics take place at every stage through the PC process. We introduce a dynamic systems perspective to understand these temporal fluctuations. We show that employees' perceptions of obligated and delivered inducements interact with each other and form a dynamic system. We compared daily and weekly time-frames and found that the daily time-frame maximizes the temporal fluctuations of employees' perceptions of obligated and delivered inducements, whereas the weekly frame captures more complex trajectories. Furthermore, inducements that are explicitly communicated demonstrate more temporal fluctuations than inducements that are not explicitly communicated. We advance PC theory by providing more understanding of the temporal dynamics of employees' perceptions of obligated and delivered inducements. We provide practical guidelines for the choice of an ideal time-frame to study employees' perceptions of obligated and delivered inducements, depending on the specific inducements and the aim of the research. We propose that researchers further integrate dynamic systems theory into PC models.17 p

The role of learning agility and career variety in the identification and development of high potential employees

Purpose: A survey study was conducted in seven best practice organizations in the field of talent management. By cross-checking their existing high potential lists, the authors aimed to examine to which extent assessments of learning agility were able to predict being identified as a high potential or not above and beyond a baseline prediction by job performance. Furthermore, they aimed to investigate whether learning agility increased with career variety. Design/methodology/approach: The study had a case-control design, comparing supervisor ratings of employees recently identified as high potentials (n=32) with supervisor ratings of a carefully matched control group of non-high potentials (n=31). Findings: Learning agility (mediated by job content on-the-job learning) was found to be a better predictor of being identified as a high potential than job performance. Career variety was found to be positively associated to learning agility. Research limitations/implications: This study's design did not allow for the demonstration of causal effects. Longitudinal studies are needed to further clarify the causality of these findings and their implications for organizational performance. Practical implications: Organizations should do well to incorporate measures of learning agility into their high potential identification and development processes. Furthermore, they need to reflect on how HRM practices might enhance their high potentials' career variety and commitment. Originality/value: The current study responds to urgent calls in the literature for more empirical research on the identification and development of high potentials, as well as on career variety. © Emerald Group Publishing Limited.status: publishe

Leervermogen als metacompetentie: Ontwikkelbaarheid en loopbaanuitkomsten

De huidige studie, waarin leidinggevenden werknemers die aan hen rapporteren beoordeelden, focuste zich op de volgende twee onderzoeksvragen: (1) is leervermogen ontwikkelbaar; en (2) op welke manier manifesteert leervermogen zich op de werkvloer en in de loopbaan? Wat betreft de eerste onderzoeksvraag vonden we geen effect van leeftijd en werkervaring op leervermogen; we vonden echter wel verbanden met loopbaanvariëteit en opleidingsniveau. Met betrekking tot de tweede onderzoeksvraag zagen we onze hypothesen grotendeels bevestigd. Leervermogen bleek een significante voorspeller te zijn van on-the-job leren en prestatiebeoordelingsscore. Wat betreft de loopbaanuitkomst aantal ontvangen promoties, daarentegen, vonden wij geen volledige bevestiging van de gehypotheseerde verbanden met leervermogen. Uit de data bleek eveneens dat de loopbaanvariëteit van de beoordeelde werknemers eerder laag was, wat impliceert dat hun motivatie om actief op zoek te gaan naar leerervaringen buiten bepaalde geografische, organisationele en functionele grenzen laag was, ongeacht hun leervermogen, en dat het ideaaltype van de flexibele, “boundaryless” loopbaan dus nog geen alomtegenwoordige realiteit is.status: publishe

Voluntary work and the relationship with unemployment, health, and well-being: A two-year follow-up study contrasting a materialistic and psychosocial pathway perspective.

status: publishe