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The psychological contract is the construct through which one attempts to explain the quality of the employment relationship from the point of view of each of the contract party with regards to obligations and inducements and can be employed to explain organizational change dynamics. Failing to provide promised obligations is termed as violation. This study examined the occurrence of contract violation amongst 132 Maltese public service employees at a time when radical changes in practices were being proposed. Violation was conceptualised in two ways: under‐fulfilled employer obligations and over‐fulfilled employee obligations. Results show that whereas employees were likely to report that their employer violated obligations, they themselves were more likely to over‐fulfil their obligations towards their employer. In addition, contract term violations were related to important work outcomes and generally in a different way for the two forms of violation. Results are discussed and future research suggestions highlighted.

There is a tension between the literatures on incomplete contracting and transactions cost economics regarding the importance of ex post governance and the extent to which formal theories of incomplete contracting capture salient aspects of exchange relations. In this paper, we empirically examine how firms structure joint R&D agreements to illuminate how contracts can be incomplete and how governance can matter. We employ a dataset of 96 contracts to construct a taxonomy of the types of mechanisms firms use in organizing collaborative R&D, and indicate how groups of mechanisms line up with various types of contracting hazards. The results suggest that the allocation of property rights over innovations at the time of contracting between R&D partners is an important aspect of contract design. But they also suggest that weak property rights admit scope for other dimensions of contract. In particular, the research indicates that while knowledge spillovers may give rise to appropriability hazards, efforts to contain or channel knowledge spillovers may enable joint venture members to strategically block other members’ follow-on commercialization or research. Firms design joint R&D governance mechanisms to balance spillover hazards and strategic blocking.

Cause-related marketing (CRM) involves firms working in partnership with non-profit organizations (NPOs). While CRM offers a range of potential benefits to NPOs, some managers are reluctant to partake in these ventures. The purpose of this paper is to uncover their concerns and highlight what can be done to improve their experience of CRM.

This paper uses semi-structured interviews with 160 UK NPO managers and a stakeholder theory framework to document their experience of the CRM process and investigate what they can do to improve it.

It identifies three types of concerns relating to issues of: organizational identity, alliance risks, and the prioritization of NPO stakeholders. The analyses also uncover a number of strategies used by NPO managers to safeguard their organisations.

By focusing not only on the measurable outcomes of CRM but also on its processes, the authors provide a more thorough analysis of CRM and its impact on NPOs.

By emphasizing potential NPO stakeholder dissent, the authors' study provides a list of pitfalls that may help NPO managers select more suitable corporate partners, come better prepared to the negotiation table, improve the selection and training of negotiators, and generally manage the CRM process more efficiently.

Studies of CRM have been predominantly from the corporate perspective. Consequently, the understanding of CRM from an NPO viewpoint remains limited both theoretically and empirically. The authors' paper complements this literature by investigating NPO managers' concerns about the process of CRM.

This paper aims to explore the relationship between human resource management practices, breach of psychological contract and employee turnover intentions among hotel frontline employees, considering the scant research attention to frontline employee’s perspectives in Indian hospitality industry.

A survey design was used to collect responses from 294 frontline employees (front-office and food and beverage services). Multiple regression analyses have been used to test the hypothesized relationships.

Selection, training and compensation practices were found to influence employee’s turnover intentions. In addition, psychological contract breach was found to enhance employee’s turnover intentions, despite the implementation of effective human resource management practices.

This study examines the role of psychological contract breach as a moderator in the relationship between human resource management practices and turnover intentions in a highly labour-intensive context, the hospitality industry.

This article aims to document and analyze how E. Remington & Sons built a valuable firearms brand through its advertising in the period 1854-1888.

The study uses qualitative methods. Primary source documents include newspapers, journals, and catalogs. The advertising analyzed came primarily from three periodicals – Harper's Weekly, The Army Navy Journal, and American Agriculturalist – that together reached a broad audience of American firearms consumers.

Advertising to both civilian and military markets, Remington used a number of appeals including expert testimonials, fears of robbery and home invasion, and boasts of quality, military contracts, and honors from shooting competitions. Until the late 1870s, Remington used manufacturer's advertising more than its competitors.

Business historians have not seriously addressed Remington or other gun advertising and branding during the nineteenth century, while firearms historians have largely relegated these ads and other promotional ephemera to illustrative accessory roles, not as subjects of independent consideration. By investigating the rise of this important firearms brand, the research sheds light on the evolution of the American firearms industry and the prevailing gun culture.

Druck has announced that it has been awarded a major contract by the Ministry of Defence tor the supply of 150 Air Data Test Sets for use by the Royal Air Force. As part of the total contract, which is in excess of £2.5 million, Druck is to provide product support, including maintenance and recalibration, into the next century.

Whereas the Minister of Labour (hereafter in this Order referred to as “the Minister”) has received from the Retail Bespoke Tail‐oring Wages Council (England and Wales) (hereafter in this Order referred to as “the Wages Council”) the wages regulation proposals set out in the Schedule hereto;