Supervisor psychological contract management: developing an integrated perspective on managing employee perceptions of obligations
Gespeichert in:
| 1. Verfasser: | |
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| Format: | Abschlussarbeit Buch |
| Sprache: | English |
| Veröffentlicht: |
Wiesbaden
Gabler
2009
|
| Ausgabe: | 1. ed. |
| Schriftenreihe: | Gabler Edition Wissenschaft
|
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XVIII, 337 S. graph. Darst. 21 cm |
| ISBN: | 9783834913821 |
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| 245 | 1 | 0 | |a Supervisor psychological contract management |b developing an integrated perspective on managing employee perceptions of obligations |c Maida Petersitzke. With a foreword by Michel E. Domsch |
| 250 | |a 1. ed. | ||
| 264 | 1 | |a Wiesbaden |b Gabler |c 2009 | |
| 300 | |a XVIII, 337 S. |b graph. Darst. |c 21 cm | ||
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| 650 | 7 | |a Arbeitsbeziehungen |2 stw | |
| 650 | 7 | |a Implizite Kontrakte |2 stw | |
| 650 | 7 | |a Personalwirtschaft |2 stw | |
| 650 | 4 | |a Psychologie | |
| 650 | 4 | |a Commitment (Psychology) | |
| 650 | 4 | |a Employee motivation | |
| 650 | 4 | |a Organizational commitment | |
| 650 | 4 | |a Organizational effectiveness | |
| 650 | 4 | |a Personnel management |x Psychological aspects | |
| 650 | 4 | |a Psychology, Industrial | |
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Datensatz im Suchindex
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| adam_text | TABLE OF CONTENTS 1. INTRODUCTION 1 1.1. PROLOGUE 1 1.2. RELEVANCE OF
THE CONCEPT 2 1.3. PAST RESEARCH ON PSYCHOLOGICAL CONTRACTS 5 1.4. AIMS
OFTHIS RESEARCH 7 1.5. RESEARCH PERSPECTIVE 7 1.6. STRUCTURE OFTHIS
RESEARCH 11 PARTA 2. DEFINITIONS AND RELATED CONCEPTS 15 2.1.
INTRODUCTION 15 2.2. LIST OF DEFINITIONS 15 2.3. THE DISCUSSION ON
DEFINITIONS 16 2.3.1. MENTAL MODELS 16 2.3.2. EXCHANGE RELATIONSHIPS 17
2.3.3. THECURRENCY 18 2.3.4. MUTUALITY 19 2.4. THE AGENCY PROBLEM 20
2.5. RELATED CONCEPTS 21 2.5.1. SOCIAL, NORMATIVE AND IMPLIED CONTRACTS
21 2.5.2. PERCEIVED ORGANISATIONAL SUPPORT 22 2.5.3. LEADER-MEMBER
EXCHANGE 22 2.5.4. EMPLOYMENT RELATIONSHIP AND EMPLOYEE-ORGANISATION
RELATIONSHIP 24 2.5.5. WORK CONTRACTS 25 2.6. DEFINITION USED HERE 26 3.
DIMENSIONS, PROCESSES AND OUTCOMES 29 3.1. DIMENSIONS, TYPES AND CONTENT
29 3.1.1. INTRODUCTION 29 3.1.2. FEATURES AND DIMENSIONS 29 3.1.3.
CONTENT 33 3.1.4. CONCLUSIONS 35 3.2. BASIC PROCESSES 36 3.2.1.
INTRODUCTION 36 3.2.2. FORMATION OF THE PSYCHOLOGICAL CONTRACT 36
BIBLIOGRAFISCHE INFORMATIONEN HTTP://D-NB.INFO/990464482 DIGITALISIERT
DURCH X TABLE OF CONTENTS 3.2.3. FACTORS INFLUENCING FORMATION 38 3.2.4.
PSYCHOLOGICAL CONTRACT CHANGE AND INFLUENCING FACTORS 40 3.2.5. BREACH
AND VIOLATION OF THE PSYCHOLOGICAL CONTRACT 41 3.2.6. FACTORS
INFLUENCING BREACH AND VIOLATION 42 3.2.7. CONCLUSIONS 44 3.3. OUTCOMES
46 3.3.1. INTRODUCTION 46 3.3.2. ATTITUDES 47 3.3.2.1. COMMITMENT 47
3.3.2.2. JOB SATISFACTION 50 3.3.2.3. INTENTION TO LEAVE 50 3.3.3.
BEHAVIOURS 51 3.3.3.1. ORGANISATIONAL CITIZENSHIP BEHAVIOUR (OCB) 51
3.3.3.2. IN-ROLE PERFORMANCE 53 3.3.4. MODERATORS 54 3.3.4.1. TRUST 54
3.3.4.2. JUSTICE AND FAIRNESS 55 3.4. A POSITIVE PSYCHOLOGICAL CONTRACT
57 4. THEORETICAL BASIS OF PSYCHOLOGICAL CONTRACTS 61 4.1. INTRODUCTION
61 4.2. SOCIAL EXCHANGE THEORY 61 4.2.1. OVERVIEW 61 4.2.2. APPROACHES
IN SOCIAL EXCHANGE THEORY 62 4.2.3. SOCIAL EXCHANGE VS. ECONOMIC
EXCHANGE 62 4.2.4. IMPLICATIONS FOR PSYCHOLOGICAL CONTRACTS 63 4.2.5.
RECIPROCITY 65 4.2.6. IMPLICATIONS FOR PSYCHOLOGICAL CONTRACTS 67 4.2.7.
EXPLOITATION AND POWER 68 4.2.8. IMPLICATIONS FOR PSYCHOLOGICAL
CONTRACTS 69 4.2.9. CONCLUSIONS FROM SOCIAL EXCHANGE THEORY 70 4.3.
MENTAL MODELS 71 4.3.1. INTRODUCTION 71 4.3.2. DEFINITIONS AND
PROPERTIES OF MENTAL MODELS AND SCHEMATA 71 4.3.3. IMPLICATIONS FOR
PSYCHOLOGICAL CONTRACTS 74 4.3.4. INFLUENCE ON BEHAVIOUR AND ATTITUDES
AT WORK 76 4.3.5 TABLE OF CONTENTS XI 4.4.1. INTRODUCTION 80 4.4.2.
OVERVIEW 80 4.4.3. HUMAN RESOURCES AS SOURCES OF SUSTAINABLE COMPETITIVE
ADVANTAGE 81 4.4.4. PSYCHOLOGICAL CONTRACTS AND SUSTAINABLE COMPETITIVE
ADVANTAGE 84 4.4.4.1. THE FOUR CHARACTERISTICS OF A CORE RESOURCE 84
4.4.4.2. THE ROLE OF TRUST AND JUSTICE 87 4.4.4.3. AN EXTENDED MODEL OF
STRATEGIE HRM COMPONENTS 88 4.4.5. CONCLUSIONS FROM THE RESOURCE-BASED
VIEW OF THE FIRM 89 PARTB 5. AN ORGANISATIONAL PERSPECTIVE ON
PSYCHOLOGICAL CONTRACTS 93 5.1. INTRODUCTION 93 5.2. THE EMPLOYMENT
RELATIONSHIP 93 5.2.1. EMPLOYMENT RELATIONSHIP INTENDED BY EMPLOYER 94
5.2.2. STRATEGIE HRM: EMPLOYMENT RELATIONSHIPS AND HUMAN RESOURCES 96
5.2.3. CONCLUSIONS 99 5.3. MODELS OF EMPLOYMENT RELATIONSHIPS AND
PSYCHOLOGICAL CONTRACTS 100 5.3.1. TSUI AND WANG (2002) 100 5.3.2. GUEST
(2004B) 102 5.3.3. A NEW MODEL OF EMPLOYMENT RELATIONSHIPS AND
PSYCHOLOGICAL CONTRACTS . 103 5.3.4. IMPLEMENTATION OF THE EMPLOYMENT
RELATIONSHIP 104 5.3.5. CONCLUSIONS 106 5.4. MANAGING PSYCHOLOGICAL
CONTRACTS 107 5.4.1. ORGANISATIONAL REPRESENTATIVES 107 5.4.2.
COMMUNICATION OPPORTUNITIES 110 5.4.3. COMMUNICATION CHANNELS 112 5.4.4.
BALANCED PSYCHOLOGICAL CONTRACTS 113 5.4.5. RECOMMENDATIONS FROM
EMPLOYEE-FOCUSED RESEARCH 115 5.5. CONCLUSIONS 116 6. MANAGING
PSYCHOLOGICAL CONTRACTS THROUGH HUMAN RESOURCE PRACTICES 119 6.1.
INTRODUCTION 119 6.2. RELEVANT PRACTICES 119 6.3 XII TABLE OF CONTENTS
6.4.4. PERFORMANCE APPRAISAL 125 6.4.5. COMPENSATION SYSTEM 126 6.4.6.
MANUALS AND MEMOS 126 6.5. CONCLUSIONS 126 7. SUPERVISOR PSYCHOLOGICAL
CONTRACT MANAGEMENT 131 7.1. INTRODUCTION 131 7.2. RELEVANCE OF LINE
MANAGERS 131 7.3. SUPERVISOR ROLES 132 7.3.1. AGENT AND PRINCIPAL 132
7.3.2. FACILITATOR, IMPLEMENTER, SYNTHESISER AND CHAMPION OF
ALTERNATIVES 133 7.4. SUPERVISOR TASKS AND BEHAVIOURS 134 7.5. VARYING
CENTRALITY OF SUPERVISORS 137 7.6. INFLUENCES ON SUPERVISOR BEHAVIOUR
138 7.7. INTERFACES WITH HUMAN RESOURCES PRACTICES AND HUMAN RESOURCE
MANAGERS. 140 7.8. CONCLUSIONS 141 8. SUMMARY OF LITERATURE REVIEW 143
PARTC 9. AIMS AND HYPOTHESES OF THEEMPIRICAL STUDY 151 9.1. AIMS OF THE
EMPIRICAL STUDY 151 9.2. HYPOTHESES OF THE EMPIRICAL STUDY 152 9.2.1.
INTRODUCTION 152 9.2.2. AIM 1: A POSITIVE PSYCHOLOGICAL CONTRACT FOR
EMPLOYEES 153 9.2.3. AIM 2: OUTCOMES OF POSITIVE PSYCHOLOGICAL CONTRACTS
156 9.2.4. AIM 3: OBLIGATION KEEPING BY EMPLOYEE AS PERCEIVED BY
SUPERVISOR 159 9.2.5. AIM 3: OUTCOMES OF OBLIGATION KEEPING BY EMPLOYEE
160 9.2.6. AIM 4: SUPERVISOR CONTRIBUTIONS TO POSITIVE PSYCHOLOGICAL
CONTRACTS 161 9.2.6.1. AGREEMENT ON ORGANISATIONAL OBLIGATIONS 161
9.2.6.2. COMMUNICATION BEHAVIOURS 163 9.2.6.3. COMMUNICATION CHANNELS
165 9.2.6.4. INTERACTIONAL AND PROCEDURAL JUSTICE 166 9.2.6.5.
INFORMATION, EXPLANATION AND COMPENSATION 168 9.2.6.6 TABLE OF CONTENTS
XIII 9.2.7.3. OBJECTIVE SETTING 173 9.2.8. OVERVIEW 174 10. METHOD OF
THE EMPIRICAL STUDY 177 10.1. DESIGN 177 10.2. SAMPLE 178 10.3.
PROCEDURE 182 10.4. MEASURES 184 10.4.1. PSYCHOLOGICAL CONTRACT
VARIABLES 184 10.4.2. OUTCOME VARIABLES 189 10.4.3. SUPERVISOR VARIABLES
190 10.4.4. CONTROL VARIABLES 195 10.5. DATA ANALYSIS 196 11. RESULTS
199 11.1. DATA SCREEMNG AND DESCRIPTIVE RESULTS 199 11.1.1. MISSING
VALUES 199 11.1.2. THE CONTENT OF THE PSYCHOLOGICAL CONTRACT 200 11.1.3.
OVERVIEW: MEANS, STANDARD DEVIATIONS AND CORRELATIONS 205
11.2.HYPOTHESISTESTING 210 11.2.1. HYPOTHESISL 210 11.2.2. HYPOTHESIS 2
215 11.2.3. HYPOTHESIS 3 218 11.2.4. HYPOTHESIS 4 220 11.2.5. HYPOTHESIS
5 221 11.2.6. HYPOTHESIS 6 223 11.2.7. HYPOTHESIS 7 224 11.2.8.
HYPOTHESIS 8 225 11.2.9. HYPOTHESIS 9 230 11.2.10. HYPOTHESIS 10 233
11.2.11. HYPOTHESIS 11 235 11.2.12. HYPOTHESIS 12 237 11.2.13.
HYPOTHESIS 13 239 11.2.14. HYPOTHESIS 14 240 11.2.15. HYPOTHESIS 15 241
11.2.16. SUMMARY 241 APPENDIX 309 XIV TABLE OF CONTENTS 12. DISCUSSION
245 12.1. MODELLING POSITIVE PSYCHOLOGICAL CONTRACTS 245 12.2. THE
BUSINESS RELEVANCE OF PSYCHOLOGICAL CONTRACTS 246 12.3. MODELLING BREACH
OF OBLIGATIONS BY EMPLOYEE 249 12.4. SUPERVISOR OPPORTUNITIES TO
FACILITATE POSITIVE PSYCHOLOGICAL CONTRACTS 252 12.4.1. INTRODUCTION 252
12.4.2. AGREEMENT ON ORGANISATIONAL OBLIGATIONS 252 12.4.3.
COMMUNICATION BEHAVIOURS 254 12.4.4. COMMUNICATION CHANNELS 256 12.4.5.
INTERACTIONAL AND PROCEDURAL JUSTICE 256 12.4.6. INFORMATION,
EXPLANATION, COMPENSATION 258 12.5. SUPERVISOR OPPORTUNITIES TO AVOID
BREACH OF OBLIGATIONS BY EMPLOYEES 259 12.5.1. OBJECTIVE SETTING 259
12.5.2. AGREEMENT ON EMPLOYEE OBLIGATIONS 260 12.6. SUPERVISOR CONTENT
MANAGEMENT 261 PARTD 13. CONCLUSIONS 265 13.1. MANAGEMENT IMPLICATIONS
AND RECOMMENDATIONS 265 13.1.1. CHALLENGEL 266 13.1.2. CHALLENGE2 269
13.1.3. CHALLENGE3 270 13.1.4. CHALLENGE4 274 13.1.5. DETERMINING THE
NEED FOR PSYCHOLOGICAL CONTRACT MANAGEMENT 276 13.1.6. LEADERSHIP
TRAINING 277 13.2. RESEARCH IMPLICATIONS 278 13.3. CRITICAL EVALUATION
282 13.4. SUMMARY 285 REFERENCES 289
|
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| series2 | Gabler Edition Wissenschaft |
| spelling | Petersitzke, Maida Lena Verfasser (DE-588)137457502 aut Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations Maida Petersitzke. With a foreword by Michel E. Domsch 1. ed. Wiesbaden Gabler 2009 XVIII, 337 S. graph. Darst. 21 cm txt rdacontent n rdamedia nc rdacarrier Gabler Edition Wissenschaft Zugl.: Hamburg, Helmut-Schmidt-Univ., Univ. der Bundeswehr Hamburg, Diss., 2008 Arbeitsbeziehungen - Psychologischer Kontrakt - Personalpolitik Arbeitsbeziehungen stw Implizite Kontrakte stw Personalwirtschaft stw Psychologie Commitment (Psychology) Employee motivation Organizational commitment Organizational effectiveness Personnel management Psychological aspects Psychology, Industrial Arbeitsbeziehungen (DE-588)4002617-6 gnd rswk-swf Personalpolitik (DE-588)4045269-4 gnd rswk-swf Psychologischer Kontrakt (DE-588)4825682-1 gnd rswk-swf (DE-588)4113937-9 Hochschulschrift gnd-content Arbeitsbeziehungen (DE-588)4002617-6 s Psychologischer Kontrakt (DE-588)4825682-1 s Personalpolitik (DE-588)4045269-4 s DE-604 DNB Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=017184665&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Petersitzke, Maida Lena Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations Arbeitsbeziehungen - Psychologischer Kontrakt - Personalpolitik Arbeitsbeziehungen stw Implizite Kontrakte stw Personalwirtschaft stw Psychologie Commitment (Psychology) Employee motivation Organizational commitment Organizational effectiveness Personnel management Psychological aspects Psychology, Industrial Arbeitsbeziehungen (DE-588)4002617-6 gnd Personalpolitik (DE-588)4045269-4 gnd Psychologischer Kontrakt (DE-588)4825682-1 gnd |
| subject_GND | (DE-588)4002617-6 (DE-588)4045269-4 (DE-588)4825682-1 (DE-588)4113937-9 |
| title | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations |
| title_auth | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations |
| title_exact_search | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations |
| title_full | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations Maida Petersitzke. With a foreword by Michel E. Domsch |
| title_fullStr | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations Maida Petersitzke. With a foreword by Michel E. Domsch |
| title_full_unstemmed | Supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations Maida Petersitzke. With a foreword by Michel E. Domsch |
| title_short | Supervisor psychological contract management |
| title_sort | supervisor psychological contract management developing an integrated perspective on managing employee perceptions of obligations |
| title_sub | developing an integrated perspective on managing employee perceptions of obligations |
| topic | Arbeitsbeziehungen - Psychologischer Kontrakt - Personalpolitik Arbeitsbeziehungen stw Implizite Kontrakte stw Personalwirtschaft stw Psychologie Commitment (Psychology) Employee motivation Organizational commitment Organizational effectiveness Personnel management Psychological aspects Psychology, Industrial Arbeitsbeziehungen (DE-588)4002617-6 gnd Personalpolitik (DE-588)4045269-4 gnd Psychologischer Kontrakt (DE-588)4825682-1 gnd |
| topic_facet | Arbeitsbeziehungen - Psychologischer Kontrakt - Personalpolitik Arbeitsbeziehungen Implizite Kontrakte Personalwirtschaft Psychologie Commitment (Psychology) Employee motivation Organizational commitment Organizational effectiveness Personnel management Psychological aspects Psychology, Industrial Personalpolitik Psychologischer Kontrakt Hochschulschrift |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=017184665&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT petersitzkemaidalena supervisorpsychologicalcontractmanagementdevelopinganintegratedperspectiveonmanagingemployeeperceptionsofobligations |