The role of future time perspective in psychological contracts: A study among older workers

Employment relationships of Chinese expatriates: A multi-foci perspective of psychological contract

Introduction

Research into expatriation has made a great contribution to the understanding of issues surrounding international human resource management. However, academic discussion around the subject of expatriate management remains Western-centred, neglecting the use of expatriate staffing in multinational corporations (MNCs) from Eastern countries. By adopting a multi-foci perspective of the psychological contract, the overall objective of this research is to explore the content of Chinese expatriates' psychological contracts.

Methods

This paper draws on the findings of an organisational case study and is based on semi-structured interviews with 14 expatriates.

Results

The findings provide evidence that individuals have multiple simultaneous psychological contracts, each with a different focus. The contracts held by the Chinese expatriates in this sample contain predominately balanced contract beliefs, which contrast sharply to what the other authors find to be salient beliefs (e.g., transactional contract beliefs) for expatriates based on Western samples. Importantly, the most frequently listed exchange partners by the pre-departure expatriates were line managers and department managers in headquarters; individuals appreciate the respective role of each party in shaping their aspects of work conditions whilst acknowledging the simultaneous existence of such influences.

Discussion

This paper has implications for expatriate management in the following ways. First, managers are encouraged to appreciate the role of multiple parties in shaping expatriates' psychological contracts. This helps to enhance management's understanding on the motives and demands of those expatriates. Second, policies of support and contact would aid feelings of integration. Finally, more attention should be paid to planning expatriate career prospects.

Am I in an obstructive employer-employee relationship? The role of breach in employee reactions during tough times

Purpose

To provide insight into how employees react during challenging economic times, this paper aims to examine employee responses to non-fulfilled employer obligations. More specifically, the authors examine two main issues: first, whether perceptions of organizational obstruction (PO Obstruction) mediate the relationship between psychological contract breach and intent to quit, as well as between psychological contract breach and willingness to support the organization, and second, whether breach moderates the relationship between PO Obstruction and intent to quit as well as between PO Obstruction and willingness to support the organization.

Design/methodology/approach

To test the hypotheses, the authors conducted a field study in which 316 employees took part.

Findings

The results indicate that PO Obstruction mediates the relationship between breach and employee outcomes. Regarding the moderating effects of the breach, the findings suggest that breach strengthens the positive relationship between PO Obstruction and intent to quit while it weakens the negative relationship between PO Obstruction and willingness to support the organization.

Originality/value

This paper contributes to the existing literature by introducing a new perspective of the breach-outcome relationship.

Can cutting pay be an alternative to cutting people when maintaining work attitudes is a concern? It can be if employees trust you

Despite the social pressure to cut pay instead of people when payroll cost (i.e., cost of salaries and wages) needs to be reduced, only a limited effort has been made to identify “when” cutting pay can be a feasible alternative to downsizing in terms of maintaining work attitudes of remaining employees. Utilizing both a within-subject design experiment and secondary data analysis, the current research identifies high trust in management as one necessary condition. Results demonstrate that when the level of trust in management is low, employees who had their pay cut exhibit lower levels of work attitudes than employees who survived downsizing. When the level of trust in management is high, in contrast, employees who had their pay cut did not exhibit lower levels of work attitudes than employees who survived downsizing. Moreover, when the level of trust in management is high, feelings of job security are strengthened among pay-reduced employees (compared to employees who survived downsizing). The results demonstrate that, in terms of maintaining work attitudes of remaining employees, high levels of trust in management are necessary for pay cuts to be a feasible alternative to downsizing.

Tacit knowledge in blue-collar work: how workers use it to fulfil their side of the psychological contract

Purpose

This study aims to analyse the role of tacit knowledge in fulfilling employees’ side of the psychological contract in blue-collar work.

Design/methodology/approach

The research questions are as follows: How is tacit knowledge acquired in blue-collar work and how do blue-collar workers use tacit knowledge to fulfil their obligations within the psychological contract? This qualitative study comprising 30 interviews uses theory-led content analysis.

Findings

Blue-collar workers need time and experience to acquire tacit knowledge. An important aspect of tacit knowledge is knowing the ways in which the work is best done in practice and seeking better ways of doing the job. Workers use their tacit knowledge to perform their work well and efficiently, even in problematic situations, and to improve their work to fulfil their side of the psychological contract.

Practical implications

Organisations should see the value of the tacit knowledge blue-collar workers possess and develop actions that involve the workers in sharing their tacit knowledge and also in planning the actions related to this knowledge sharing.

Originality/value

This study adds to the limited body of studies on the relationship between tacit knowledge and the psychological contract.

Effect of Gig Workers' Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy-A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Workers' isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers' task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers' task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company's recognition of gig workers' effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers' task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

Comparison of Physiological and Biochemical Autonomic Indices in Children with and without Autism Spectrum Disorders

Background and objectives: Autism Spectrum Disorder (ASD) is a complex neuro-developmental disorder and it has been suggested that symptoms of ASD are associated with neural networks that regulate the Autonomic Nervous System (ANS). However, the nature of autonomic atypicalities in ASDs remain largely unknown. Measures like Heart Rate Variability (HRV) and urinary Vanillylmandelic Acid (VMA) estimation are sensitive and non-invasive physiological and biochemical indicators of autonomic nervous activity. This study aimed to compare the physiological and biochemical autonomic indices in children with and without ASD. Materials and Methods: In this case-control study, 40 children with autism and 40 Typically Developing (TD) children were recruited. Measures of physiological autonomic index were assessed by the analysis of short term HRV, and the urinary levels of VMA estimation was used as a biochemical autonomic index. Results: Cardiac sympathetic activity assessed by Low Frequency (nu) of HRV was significantly higher in the ASD group in comparison with the TD group (p = 0.006). On the contrary, both the High Frequency (abs) and (nu) of HRV were found to be significantly lower in autistic children (p = 0.034 and p = 0.000) than controls. Autistic children also exhibited a significantly higher level (p = 0.049) of VMA concentration compared to TD children. Conclusion: The study concludes that children with ASD exhibit lower cardio-vagal activity as measured by HRV and increased sympathetic activity as assessed by urinary VMA compared to that of TD children. The core autistic symptoms exhibited by children with ASD could be due to the differences in baseline arousal or stress which might be associated with autonomic dysfunction. Further studies are needed to examine the association of this autonomic dysregulation with ASD symptoms and comorbidities.

I’m Too Old for This: Time Demands and Older, Early-Career Employees’ Receptivity to Supervisor Support

This study explores how age and career stage affect receptivity to supervisor support using a multi-wave field sample of 528 employees. Following conservation of resources theory, we suggest that for early-career employees, supervisor support will more strongly mitigate the negative relationship between time demands and satisfaction with work–family balance and career satisfaction. We argue, however, that prior research overlooks a demographic with unique resource valuations: older, early-career employees. We therefore hypothesize and test two-way and three-way interactions of time demands, supervisor support, and career stage on satisfaction with work–family balance and career satisfaction. Our findings illustrate that early-stage employees were more receptive to the buffering impact of supervisor support. Additionally, for early-career employees, older employees compared to younger employees were more receptive to the buffering impact of supervisor support with regard to satisfaction with work–family balance and less receptive with regard to career satisfaction.

Future time perspective and interpersonal empathy: Implications for preferring autonomy- versus dependency-oriented helping

We examined whether potential help givers' future time perspective (FTP) accounts for the decision to give a person in need dependency-oriented help (i.e., providing the complete solution) or autonomy-oriented help (i.e., providing the means to solve a problem). In addition, building on past research on the effects of empathy in help giving decisions, the present research explored whether helpers' willingness to offer specific type of help is predicted by the interaction between FTP and interpersonal empathy. We explored FTP as both a personal predisposition (Study 1) and an experimentally induced state of mind (Study 2). The present research provides a novel perspective on theory and research on help giving behaviour, FTP, and empathy, by showing that when interpersonal empathy is high, considerations of the future predict readiness to give help that promotes person's present and future independent coping rather than help that creates and preserves social dependence.

Factors Determining Psychological Contract of IT Employees in India

This article explores the domain of psychological contract with respect to employees of IT industry in India and identifies the factors that determine positive psychological contract amongst the employer and employees. Longitudinal data was collected from 245 employees of top Indian IT companies based out of Pune and Bengaluru. Through exploratory factor analysis, the determining factors of psychological contract were identified. The significant differences of variables like gender, marital status, work experience, designation with factors of the psychological contract were also determined by using T-test and ANOVA. The results show that gender has no significant difference w.r.t. the factors determining psychological contract as far as IT professionals are concerned. However, marital status, total work experience, designation and tenure in the current organisation do have a significant difference as far as the determinant factors of psychological contract are concerned.

"I WILL SURVIVE" A Construct Validation Study on the Measurement of Sustainable Employability Using Different Age Conceptualizations

Though the importance of sustainable employability throughout people's working life is undisputed, up till now only one attempt for a conceptual definition has been made (van der Klink et al., 2016). Following the suggestions to further refine and improve this definition recently put forward by Fleuren et al. (2016), we propose an approach to sustainable employability that is based on the Ability-Motivation-Opportunity (AMO) framework, and incorporates three indicators: the ability, the motivation, and the opportunity to continue working, respectively. As sustainable employability is considered to be an important aspect of successful aging at work, this study used four different conceptualizations of aging at work to set up convergent and divergent validity of our operationalization of sustainable employability: calendar age, organizational age (job and organizational tenure), functional age (work ability), and life-span age (partner and children). We formulated several hypotheses that were tested by analyzing data from an online survey among 180 employees from Dutch public service organizations who filled out a questionnaire on different age concepts, and their ability, motivation, and opportunity to continue working. Multiple regression analyses were performed, and results showed that the four conceptualizations of aging were differently related to the three indicators of sustainable employability. Life-span age, in terms of having children, had the strongest negative relationship with the ability to continue working, organizational age (i.e., organizational tenure) had the strongest negative relationship with the motivation to continue working, and functional age had the strongest negative relationship with the opportunity to continue working. Moreover, functional age was significantly negatively related to the other two indicators of sustainable employability too, while life-span age appeared to enhance the ability and motivation to continue working (in terms of having children) and the perceived opportunity to continue working (in terms of having a partner). Calendar age was only important for the opportunity to continue working and appeared to have a negative association with this outcome variable. These results lend support to our proposed operationalization of sustainable employability by showing that the three indicators are differently related to different age conceptualizations thus expanding previous research on the conceptualization of sustainable employability.

Psychological contract breach and turnover intention: the moderating effects of social status and local ties

The aim of this study is to examine whether social networks reduce the effects of psychological contract breach on an employee’s intention to leave the organisation. This paper focusses on two particular elements of the social network in an organisation: (1) social status and (2) local ties/connectedness. Using a sample of 242 responses from officers in the Irish Defence Forces, the results provide empirical evidence of the impact of psychological contract breach on officer turnover intentions. The results also demonstrate that perceptions of social networks moderate the relationship between psychological contract breach and turnover intentions through social status. Contrary to expectations, strong connectedness with senior officers was also found to be a moderator but not in the direction that was hypothesised. The theoretical and practical implications of these results are discussed.

Assessing the Process of Retirement: a Cross-Cultural Review of Available Measures

Retirement research is now expanding beyond the post-World War II baby boomers' retirement attitudes and plans to include the nature of their workforce exit and how successfully they adjust to their new life. These elements are collectively known as the process of retirement. However, there is insufficient research in developing countries to inform the management of their ageing populations regarding this process. This review aims to facilitate national and cross-cultural research in developing and non-English speaking countries by reviewing the existing measures of the retirement process published in English and Portuguese. The review identified 28 existing measures assessing retirement attitudes, planning, decision making, adjustment and satisfaction with retirement. Information on each scale's item structure, internal reliability, grammatical structure and evidence of translations to other languages is presented. Of the 28 measures, 20 assessed retirement attitudes, plans and decision-making, 5 assessed adjustment to retirement and only two assessed retirement satisfaction. Only eight of the 28 scales had been translated into languages other than English. There is scope to translate measures of retirement attitudes and planning into other languages. However there is a paucity of translated measures of retirement decision-making and adjustment, and measures of retirement satisfaction in general. Within the limitations of this review, researchers are provided with the background to decide between translating existing measures or developing of more culturally appropriate assessment tools for addressing their research questions.

Future Time Perspective in the Work Context: A Systematic Review of Quantitative Studies

A core construct in the lifespan theory of socioemotional selectivity, future time perspective (FTP) refers to individuals’ perceptions of their remaining time in life. Its adaptation to the work context, occupational future time perspective (OFTP), entails workers’ perceptions of remaining time and opportunities in their careers. Over the past decade, several quantitative studies have investigated antecedents and consequences of general FTP and OFTP in the work context (i.e., FTP at work). We systematically review and critically discuss this literature on general FTP (k = 17 studies) and OFTP (k = 16 studies) and highlight implications for future research and practice. Results of our systematic review show that, in addition to its strong negative relationship with age, FTP at work is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, FTP at work has been shown to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, as well as motivational and behavioral outcomes. As a whole, findings suggest that FTP at work is an important variable in the field of work and aging, and that future research should improve the ways in which FTP at work is measured and results on FTP at work are reported.

Beliefs about savoring in older adulthood: Aging and perceived health affect temporal components of perceived savoring ability

The ability to savor positive life events is associated with higher emotional well-being; however, few studies have examined savoring ability in older adults. The present study used a longitudinal design to examine changes in perceived savoring abilities and associations with perceived health in older adulthood. Older adults (N=131) reported on beliefs about savoring and perceived health at baseline and 2½ years later. Perceived anticipation (savoring the future) and reminiscing (savoring the past) abilities declined from baseline to follow-up. Better perceived health at baseline predicted greater perceived reminiscing and anticipation abilities at follow-up. Greater perceived ability to savor the present moment at baseline predicted better perceived health at follow-up. Aging and poorer health focus older adults' thoughts on present-moment pleasures, which may benefit health, but may also lead to reductions in perceived anticipation and reminiscing abilities.

How do idiosyncratic deals contribute to the employability of older workers?

Purpose

– The purpose of this paper is to examine the relationships of i-deals with the employability of older workers, and introduce two distinct theoretical processes through which these effects occur. On the one hand, a self-enhancement perspective postulates that i-deals enhance self-efficacy through which older workers become more employable. On the other hand, a lifespan perspective postulates that i-deals enhance older workers’ future time perspective through which they become more employable.

Design/methodology/approach

– Data were gathered among 244 employees via an online questionnaire that had been sent to employees of 45 years or older at eight companies in the Netherlands.

Findings

– Results showed that task and work responsibilities i-deals are strongly related to older workers’ employability, and that this relationship is mediated by future time perspective and self-efficacy. Location flexibility i-deals were positively related to employability. Financial i-deals and schedule flexibility i-deals were unrelated to employability.

Research limitations/implications

– This study introduces two novel ways through which i-deals for older workers can be studied: a self-enhancement and a future time perspective. Both can explain how older workers may enhance their employability by negotiating i-deals.

Practical implications

– As the percentage of older workers will increase, there is a great need for organizations to focus on the employability of older workers. The present study shows that organizations are able to increase the employability of older workers by individual arrangements.

Originality/value

– Individualization of work arrangements has been theorized to facilitate older workers’ employability, but the present study is the first to investigate how i-deals may contribute to greater employability.

Gender Discrimination and Work Engagement: Moderating Role of Future Time Perspective

This article examines the contribution of perceived gender discrimination to work engagement; the contribution of future time perspective (FTP) to work engagement and more importantly, the moderating role of FTP on the relationship between perceived gender discrimination and work engagement. Based on a social cognitive frame work, it was hypothesized that FTP is positively related to work engagement. Further, it was also expected that FTP would work as a compensatory motivational resource and weaken the negative relationship between gender discrimination and work engagement. These questions were examined using a sample of female employees working in textile and apparel companies in the Chennai and Puducherry regions of India ( N = 234). Results indicate that FTP has a positive relationship with physical, cognitive as well as emotional engagement of the respondents. It also moderates significantly the relationship between perceived gender discrimination and cognitive as well as emotional dimensions of work engagement. However, no significant moderating effect appears for the relationship between gender discrimination and physical engagement of these employees.

Delving into promises: Conceptually exploring the beliefs constituting the contemporary psychological contract

The psychological contract is used to examine the dynamics of the employee–employer exchange relationship. The dominant contract conceptualisation is that it is constituted by beliefs about ‘explicit’ and ‘implicit’ promises; however, there is a dearth of conceptual investigation regarding how other research fields understand promising and reconciling this with how the notion has come to be used in psychological contract theory. In particular, the notion of implicit promising remains conceptually and empirically underdeveloped, despite forming a key plank of the contemporary account of the contract. This paper explores these issues by presenting a cross-disciplinary review of promising and applying this to how the notion is used in the contract literature. A conceptual model is also developed to provide avenues to investigate how promise beliefs form in a contract context and their outcomes. Finally, research directions are outlined regarding the roles that beliefs other than promises can play in contract theory.

Understanding heterogeneity among elderly consumers: an evaluation of segmentation approaches in the functional food market

It is beneficial for both the public health community and the food industry to meet nutritional needs of elderly consumers through product formats that they want. The heterogeneity of the elderly market poses a challenge, however, and calls for market segmentation. Although many researchers have proposed ways to segment the elderly consumer population, the elderly food market has received surprisingly little attention in this respect. Therefore, the present paper reviewed eight potential segmentation bases on their appropriateness in the context of functional foods aimed at the elderly: cognitive age, life course, time perspective, demographics, general food beliefs, food choice motives, product attributes and benefits sought, and past purchase. Each of the segmentation bases had strengths as well as weaknesses regarding seven evaluation criteria. Given that both product design and communication are useful tools to increase the appeal of functional foods, we argue that elderly consumers in this market may best be segmented using a preference-based segmentation base that is predictive of behaviour (for example, attributes and benefits sought), combined with a characteristics-based segmentation base that describes consumer characteristics (for example, demographics). In the end, the effectiveness of (combinations of) segmentation bases for elderly consumers in the functional food market remains an empirical matter. We hope that the present review stimulates further empirical research that substantiates the ideas presented in this paper.

Design Your Own Job Through Job Crafting

Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.

Understanding retirement: the promise of life-span developmental frameworks

The impending retirement of large population cohorts creates a pressing need for practical interventions to optimize outcomes at the individual and societal level. This necessitates comprehensive theoretical models that acknowledge the multi-layered nature of the retirement process and shed light on the dynamic mechanisms that drive longitudinal patterns of adjustment. The present commentary highlights ways in which contemporary life-span developmental frameworks can inform retirement research, drawing on the specific examples of Bronfenbrenner's Ecological Model, Baltes and Baltes Selective Optimization with Compensation Framework, Schulz and Heckhausen's Motivational Theory of Life-Span Development, and Carstensen's Socioemotional Selectivity Theory. Ultimately, a life-span developmental perspective on retirement offers not only new interpretations of known phenomena but may also help to identify novel directions for future research as well as promising pathways for interventions.

Older job seekers' job search intensity: the interplay of proactive personality, age and occupational future time perspective

Long-term unemployment of older people can have severe consequences for individuals, communities and ultimately economies, and is therefore a serious concern in countries with an ageing population. However, the interplay of chronological age and other individual difference characteristics in predicting older job seekers' job search is so far not well understood. This study investigated relationships among age, proactive personality, occupational future time perspective (FTP) and job search intensity of 182 job seekers between 43 and 77 years in Australia. Results were mostly consistent with expectations based on a combination of socio-emotional selectivity theory and the notion of compensatory psychological resources. Proactive personality was positively related to job search intensity and age was negatively related to job search intensity. Age moderated the relationship between proactive personality and job search intensity, such that the relationship was stronger at higher compared to lower ages. One dimension of occupational FTP (perceived remaining time left in the occupational context) mediated this moderating effect, but not the overall relationship between age and job search intensity. Implications for future research, including the interplay of occupational FTP and proactive personality, and some tentative practical implications are discussed.