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This present study aims to examine how experiences of high-performance work systems (HPWS) in work teams affect employee’s work attitudes and performance. At the team level, the study explored the role of supervisory support in the relationship experienced HPWS -team performance. In explaining employee attitudes and behaviours at the individual level, such as organisational citizenship behaviour (OCB), the study adopted a psychological contract approach.

The moderating role of supervisory support was investigated at the team level while exploring mediation effects of psychological contract beliefs in work teams in cross-level relationships with individual attitudes and behaviours.

Results indicate partial mediation of fulfilment of psychological contracts in work teams in the experienced HPWS-OCB relationship. At the team level, supervisory support perceptions moderate the effects of shared experiences of HPWS on product and service innovation in work teams.

The focus on the employee perspective of HPWS, the factor-analytic approach of measuring HPWS experiences and the role of team psychological contracts in employee attitudes and behaviours represent the main contributions of this study to HR research.

The aim of this study was to investigate the role of shared psychological contract beliefs between colleagues in a work team, in team in-role performance and extra-role behaviours.

Employees and team managers of 113 work teams answered questions about their working environment and relationships with experiences and perceptions. The data were used in CFA and structural modelling.

The results indicated that evaluations of co-worker psychological contracts in work teams are significantly associated with team in-role performance and extra-role behaviours through work engagement.

Employees with perceived contract fulfilment not only contribute more to their team but also change their expectations of what a team should offer. Managers should be informed that these new and enhanced expectations have repercussions for existing HRM practices.

Laulié and Tekleab (2016) have suggested that perceptions of psychological contract fulfilment shared by team members may act as a motivational driver for team performance, team attitudes and behaviours. This study is one of the first applications of this proposition in a mediation model and empirically tested for non-hierarchical co-worker relationships.

This study aims to examine reciprocal exchange in teams using a psychological contract (PC) framework. Adopting Rousseau’s conceptualization of the contract, the authors explore the extent to which the team members reciprocate perceived team obligations and fulfilment by adjusting their own obligations and fulfilment. A new scale for the measurement of obligations and fulfilment was developed. Team commitment was hypothesized as a mediating variable.

The new PC scale was tested in a longitudinal study design. A survey of a representative sample of 230 Dutch first-year college students nested in 73 teams was conducted.

The authors found that in student teams, perceived team obligations at Time 1 are positively associated with perceived member obligations at Time 2. Furthermore, they found higher commitment to the team as the team fulfilled the obligations as perceived by its members. Contrary to the exchange theory, in student teams, perceived fulfilment of obligations at Time 1 is not reciprocated by more obligations of its members at Time 2. No significant mediating effects are found of team commitment.

To date, this study provides the first measurement of contract fulfilment in non-hierarchical team relationships. The instrument can act as a tool to assess future team effectiveness and performance and adjust team composition accordingly.

NCEPOD states that all emergency patients must have prompt access to theatres, critical care facilities, and appropriately trained staff 24 hours/day, every day of the year. The purpose of this paper is to determine waiting time for plastic surgery trauma patients and the financial implications to the NHS.

The approach was a prospective audit of emergency surgery (Lister Hospital, Stevenage) from July 2005‐January 2006. Delay times were calculated from booking time to time of operation. These were assessed on a standard of a day surgery unit, where the ideal maximum is a half day wait. Financial implications were calculated. The number of UK units without a dedicated list is highlighted.

A total of 615 operations were booked, 60 per cent of which were assessed as suitable for a DSU set up. With an ideal standard of half a day's wait, an average 22 per cent of patients achieved this, with 64 per cent of patients waiting one excess day. On average patients waited an excess of 1.3 days. An average of 24 excess bed days/week (bed cost £300/day) were used waiting for surgery. This equates to 1,400 bed days (£400,000/annum).

The paper shows how it is possible that 1,000 bed days/annum (£300,000) could be saved by a DSU type setup. With 61 plastic surgery units in the UK, 40 per cent reported no dedicated trauma list (93 per cent response rate). This is a potential saving of £8,400,000 per annum. From this audit a half day dedicated DSU list was created, and a re‐auditing process will occur.

This study aims to examine the role of intersubjectivity portrayed in employees’ mundane activities in achieving goal congruence between individual and organizational goals within the performance measurement process.

Semi-structured in-depth interviews were conducted with five employees as key informants of each department. Observations were carried out unstructured to collect information about key performance indicator (KPI) and their achievements. Combining the interpretative phenomenological analysis (IPA) and Schutz’s phenomenology, the data analysis stage includes coding (interpretation, condensation and categorization of themes) and thematic analysis.

The findings show employees’ different feelings and actions in achieving their KPIs. Therefore, the anticipations of obstacles in achieving KPI were based on the intersubjective influence of personal goals, company goals, peers, bosses/departments and customers. Thus, in achieving KPI, employees strive to simultaneously achieve personal goals as well as company goals.

Previous literature on management accounting mainly focuses on organizational perspective and less on individual-centred phenomenological perspective. This study tries to fill this gap by exploring how intersubjectivity plays a role in employees’ mundane experiences.

In designing and applying KPI, the company should consider employees’ happiness as it could reflect job satisfaction, leading to high performance.

This study contributes to the literature on goal congruence, performance measurement and management control by extending prior research by Cugueró-Escofet and Rosanas (2013) and Cugueró-Escofet et al. (2019) in empirically portraying how employees perceive goal congruence in the performance measurement process with IPA.

This paper aims to examine the relationship between workplace bullying (WPB) and team performance (TP). And it also attempts to investigate the mediating role of team psychological contract breach (TPCB) in the relationship between WPB and TP.

Multiple sources and a time-lagged approach were applied at six-week intervals to 64 work teams across 12 different firms in Turkey to test the hypotheses. A linear regression analysis was conducted to evaluate the association between variables.

The results indicate that WPB leads to negative perceptions of TPCB, which, in turn, have a negative impact on TP.

This study design cannot establish causality, in spite of the fact that the authors used time-lagged data to decrease common method bias.

Managers or team leaders can design activities or programs (i.e. counselling sessions) to promote group cohesiveness, as well as immediately address complaints from team members who feel aggrieved to counteract the negative effects of bullying and reprimand perpetrators; such actions can mitigate perceptions of psychological contract breach.

Few studies have been conducted to test the mediating role of TPCB in the team context. This study stands out as it examines the mediating effect of TPCB in the relationship between WPB and TP. The findings advance the understanding of how WPB could negatively affect TP in a mediation model.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The main finding was that the measurement of experienced levels of various components of HPWS in work teams predicted performance – including productivity, quality of service and innovativeness – at both team and individual level.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The extant literature on self-verification striving has primarily focused on employee recruitment and positive organizational outcomes, but there is insufficient research on its influence mechanism and boundary conditions. With taking charge as the mediating variable and authentic leadership as the moderating variable, this study aims to explore the relationship between self-verification striving and creative performance.

The authors collected 358 questionnaires from China. Linear regression was used to explore the influence mechanism and boundary conditions. Groups were classified by latent profile analysis, and differences among different groups were compared.

First, self-verification striving was significantly positively correlated with creative performance, and taking charge played a significant mediating role between them. Second, authentic leadership significantly positively moderated the relationship between self-verification striving and taking charge. Third, based on the willingness and action of self-verification striving, it was found that the taking charge and creative performance of the double high group was significantly higher than the high-medium group, while the double low group was significantly lower than the high-medium group.

First, this study makes up for the lack of influencing mechanism and inconsistency of research results between self-verification striving and employee outcomes. Second, the moderating effect of authentic leadership was proposed and verified, which enriched the universality of self-verification theory in Chinese context. Third, we found the differences in behaviors and outcomes among different groups, verified the uniqueness of self-verification striving in the Chinese context. It helps to explore the deep relationships that cannot be revealed by variables alone.

This study argues that the effect of perceived organizational culture on the formation of security-related subjective norms and the level of compliance pressure will vary based on how the employees perceive their organization's cultural values. These perceptions reflect on the assumptions and principles that organizations use to guide their security-related behaviors. To make these arguments, we adopt the competing values model (CVM), which is a model used to understand the range of organizational values and resulting cultural archetypes.

This study conducted a survey of working professionals in the banking and higher education industries and used partial least squares (PLS)-structural equation model (SEM) to analyze the data. In a series of post hoc analyses, we ran a set of multi-group analyses to compare the perceived organizational cultural effects between the working professionals in both industries.

Our study reveals that perceived organizational cultures in favor of stability and control promoted more positive security-related behaviors. However, the different effects were more pronounced when comparing the effects between the working professionals in both industries.

This study is one of the few that examines which cultural archetypes are more effective at fostering positive security behaviors. These findings suggest that we should be cautious about generalizing the effects of organizational culture on security-related actions across different contexts and industries.

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.

The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.

The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.

This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.

O objetivo deste artigo é avaliar diferenças entre colaboradores de empresas familiares e não familiares no que respeita às suas perceções das práticas de employer branding e níveis de contrato psicológico. Além disso, com foco nas empresas familiares, foi avaliada a relação entre as perceções de employer branding dos colaboradores e os níveis de contrato psicológico.

A evidência empírica é baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas não familiares. Os participantes responderam a um questionário que avaliou as perceções sobre as práticas de employer branding e os níveis de contrato psicológico. Todos os respondentes trabalham em empresas privadas de pequena e média dimensão.

Os resultados confirmaram as hipóteses de investigação, sugerindo que os colaboradores de empresas familiares apresentam perceções de employer branding e níveis de contrato psicológico mais elevados do que os colaboradores de empresas não familiares. Os resultados revelaram ainda que as perceções de employer branding estão positivamente relacionadas com os níveis de contrato psicológico dos colaboradores de empresas familiares.

Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparação entre empresas familiares e não familiares. Procurando, ainda, que oferecer insights sobre a relação entre as perceções de employer branding e os níveis de contrato psicológico dos colaboradores de empresas familiares.

El propósito de este artículo científico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Además, centrándonos en las empresas familiares, evaluamos la relación entre las percepciones de los empleados sobre las prácticas de employer branding y los niveles de contrato psicológico.

La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Todos los encuestados trabajan en pequeñas y medianas empresas privadas.

Los resultados confirmaron las hipótesis de la investigación. Los empleados de empresas familiares muestran una mayor percepción de las prácticas de employer branding y los niveles de contrato psicológico que los empleados de empresas no familiares. Los resultados también revelan que las percepciones de las prácticas de employer branding están relacionadas positivamente con los niveles de contrato psicológico de los empleados de las empresas familiares.

Este artículo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporáneos, aún poco abordados en la comparación entre empresas familiares y no familiares. Al mismo tiempo, este artículo busca ofrecer ideas sobre la relación entre las prácticas de employer branding y los niveles de contrato psicológico de los empleados que trabajan en empresas familiares.