Baanonzekerheid als schending van het psychologisch contract bij vakbondsleden: gevolgen voor vakbondsattitudes en opzegintentie in België en Nederland

2005 ◽  
Vol 18 (1) ◽  
Author(s):  
Hans De Witte ◽  
Sjoerd Goslinga ◽  
Antonio Chirumbolo ◽  
Johnny Hellgren ◽  
Katharina Näswall ◽  
...  
Keyword(s):  
The Netherlands ◽  
Trade Union ◽  
Union Membership ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Contract Theory ◽  
Job Insecurity ◽  
Union Commitment ◽  
Union Support ◽  
Psychological Contract Theory

Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands Hans De Witte, Sjoerd Goslinga, Antonio Chirumbolo, Johnny Hellgren, Katharina Näswall & Magnus Sverke, Gedrag & Organisatie, Volume 18, February 2005, nr. 1, pp. 1-20 In this article the consequences of job insecurity among union members are explored. Having established that most employees have instrumental motives for joining a union, and using psychological contract theory, we hypothesize that job insecurity among union members correlates with a lower level of perceived union support, lower satisfaction with the union, reduced (affective) commitment towards the union, and a higher intention to resign union membership. These hypotheses were tested in Belgium and the Netherlands. Evidence was found to support the assumed association between job insecurity and a reduction in perceived union support. In Belgium, job insecurity was also associated with reduced union satisfaction and intention to resign membership. In neither country job insecurity was associated with union commitment. These results partly support the hypothesis that union members experience job insecurity as a violation of their psychological contract with the union.

Psychological Contract Theory

2015 ◽  
pp. 1-5
Author(s):  
Samantha D. Montes ◽  
Denise M. Rousseau ◽  
Maria Tomprou
Keyword(s):  
Psychological Contract ◽  
Contract Theory ◽  
Psychological Contract Theory

An examination of the relationship between careerism and organizational commitment, satisfaction, and performance

2019 ◽  
Vol 49 (8) ◽  
pp. 1553-1571 ◽  
Author(s):  
Ajay K. Jain ◽  
Sherry Sullivan
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Psychological Contract ◽  
Contract Theory ◽  
Psychological Contracts ◽  
Middle Level ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Organizational Attitudes ◽  
Psychological Contract Theory

Purpose Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India. Design/methodology/approach In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed. Findings As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment. Research limitations/implications The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men. Practical implications Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment. Originality/value Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.

Consequenties van tijdelijk werk en baanonzekerheid in vier Europese landen

2004 ◽  
Vol 17 (3) ◽  
Author(s):  
Hans De Witte ◽  
Katharina Näswall ◽  
Antonio Chirumbolo ◽  
Sjoerd Goslinga ◽  
Johnny Hellgren ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
The Netherlands ◽  
Psychological Contract ◽  
Job Insecurity ◽  
Lower Score ◽  
European Countries ◽  
Subjective Perception ◽  
Organisational Commitment ◽  
Temporary Work ◽  
Specific Category

Consequences of temporary work and job insecurity in four European countries Consequences of temporary work and job insecurity in four European countries Hans De Witte, Katharina Näswall, Antonio Chirumbolo, Sjoerd Goslinga, Johnny Hellgren & Magnus Sverke, Gedrag en Organisatie, volume 17, June 2004, nr. 3, pp. 163-186. This contribution analyzes whether temporary work and (the subjective perception of) job insecurity are associated with a reduction in job satisfaction and organisational commitment, as suggested in the literature. Furthermore, an interaction between temporary work and job insecurity is tested. Data from four European countries (Belgium, the Netherlands, Italy and Sweden) are used to test the robustness of the hypotheses. Results show that temporary work is not associated with a reduction in job satisfaction and organisational commitment. Job insecurity, however, is associated with a lower score on both outcome variables, as hypothesized. In two countries, an interaction was found: job insecurity was associated with a reduction in job satisfaction and organisational commitment, though only among workers with a permanent contract. These results suggest a violation of the psychological contract for this specific category of workers.

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