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The purpose of this paper is to explore the relationship between information fulfilment and organisational design.

The exploration is undertaken in four ways. First, the early part of the paper places information fulfilment within the literature. Second, there is an attempt to further determine the meaning of information fulfilment. Third, the factors that impact on information fulfilment are identified within the context of organisational design. Fourth, empirical findings are reported in the form of a European project which investigated the “relationship” between organisational design and information fulfilment.

Information fulfilment is shown to be about the process of taking an intuitive “feel” and delineating a number of aspects which are concerned with what might be called emotion. Fulfilment is also connected with organisational roles and wider environmental issues.

The contribution of this paper to the discipline of information management is that information fulfilment is found to exist and to be an important issue influenced by the design of an organisation.

The purpose of this study is to investigate conditions that facilitate shop-floor operators to fulfil their needs to carry out job roles and whether the need fulfilment affects their job performance in lean-implemented textile and apparel firms in Sri Lanka.

The data were collected from 922 shop-floor employees and their immediate supervisors. Statistical methods were used for the data analysis.

The results of the analysis imply the importance of managerial autonomy support and need fulfilment for enhanced job performance; the duration of lean production in operation moderates job performance in such a way that the longer the duration, the higher will be job performance.

It could be expected that academics and practitioners alike are motivated by a desire to clearly apprehend work systems in lean-implemented textile and apparel firms.

Fast fulfilment is a key performance measure in online retail, and some retailers have achieved faster times by adopting new designs in their order fulfilment infrastructure. This research empirically confirms and quantifies the fulfilment time advantage that Amazon has achieved, relative to other online retailers. The purpose of this paper is to investigate three research questions: what is the overall mean fulfilment time difference between the new logistics designs of Amazon and the alternative designs of other retailers? For each order what is the distribution of the fulfilment time difference? What is the difference in fulfilment time by product category, price and size?

This research uses an empirical method to evaluate the fulfilment time performance of consumer orders made through the Amazon website and one or more competing online retailers. For 1,000 different products two fulfilment times, one at Amazon and another at a competing omnichannel retailer, are recorded. The analysis is then focused on the comparison between this paired data.

The research confirms that the new logistics methods, including physical facilities, distribution networks and intelligent order processing methods, have resulted in faster order fulfilment times. The performance, though, is not universally dominant and for 33 per cent of orders, the difference is 1 day or less. The fulfilment time difference varied by product, category, price or size.

The ongoing transformation of fulfilment and logistics operations at online retailers has generated several new research questions. This includes the need to confirm the fulfilment efficiency of the new designs and specify time targets. This paper identifies the fulfilment time gap between new and traditional operations. The results suggest that store-based or distribution centre-based fulfilment strategies may not match the new designs.

The study provides a quantitative analysis of the fulfilment time differentials in online retailing. The critical role of fulfilment logistics in the rapidly growing online retail industry can now be better modelled and studied. The survey method representing a single buyer allows for order pair equivalency and eliminates order bias. The results suggest that new warehousing and logistics designs can lead to significantly faster fulfilment times.

The purpose of this paper is to present an empirical study of the link between psychological contract fulfilment and affective states at work. The paper argues that perceived organizational support is the key attitudinal intervening variable that arises from the cognitive assessment of the exchange relationship between employer and employee and is in turn related to the generation of affective states at work.

The paper tests this assumption using a manager sample of 249 participants and a longitudinal design.

Perceived organizational support mediates the relationship between psychological contract fulfilment and workplace affect.

Affect was not measured in real time, but through self‐reports. Future research could study how and under what conditions psychological contract fulfilment generates perceived organizational support.

One of the few studies that have sought to research the affective dimension of the psychological contract.

The purpose of this paper is to examine the effect of psychological contract (PC) fulfilment and violation on turnover intention and self-employment intentions.

A sample of 132 Dutch organizationally employed individuals was used to test the effect of PC fulfilment on turnover intention and self-employment intention. Also, mediation effects of violation on the relation between PC fulfilment and turnover intention and its effect on the relation between PC fulfilment and self-employment intention were examined.

Consistent with existing literature, the results show that lower ratings for PC fulfilment and feelings of violation of this contract can explain intentions to leave. Moreover, the results demonstrate that lower ratings for PC fulfilment are also related to self-employment intentions. This relationship is partly mediated by turnover intentions.

This research measured intention to turnover, thus not the actual turnover. In addition, self-employment was measured by means of a self-designed scale.

Managing the PC is a delicate but crucial process to prevent valuable employees from leaving the organization.

The paper contributes to the literature on PC fulfilment and employee attitude. In addition, little is known about the influence of PC fulfilment on an employee’s intention to pursue self-employment.

The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession.

The authors used a quantitative, cross-sectional research design. In total, 1,039 Australian nurses completed an anonymous online survey conducted via the Australian Nursing and Midwifery Federation website. Structural equation modelling was used to test the hypotheses.

The fulfilment of promises related to interesting job content and social atmosphere were negatively associated with intentions to leave the nursing profession, and these relationships were mediated by engagement. The fulfilment of promises related to career development, financial rewards and work–life balance were not associated with intentions to leave the nursing profession.

To ensure professional nurse retention, it is necessary to not just promise nurses interesting jobs and a supportive social atmosphere, but to manage nurse perceptions regarding the fulfilment of these promises.

Although there has been extensive research on nurse intention to leave their current job, the important area of nurse professional turnover has received less attention. The research highlights the importance of fulfilling expectations and promises related to interesting nurse job content that encourages nurse responsibility and autonomy as well as promises of a social atmosphere that includes co-operative relationships and good communication with colleagues.

The purpose of this paper is to determine how employees in different generational groups (or cohorts) and different career stages perceive their psychological contracts.

A survey of 345 working adults included psychological contract obligations, incentives and importance and the cognitive responses of job satisfaction, affective commitment and intention to leave. Super's “Adult career concerns inventory” measured career stage.

Small but significant differences between individuals' psychological contract perceptions were based on both career stage and generational cohort: higher levels of balanced obligations and fulfilment were found than either relational or transactional obligations and fulfilment; relational and transactional obligations were significantly higher for Baby Boomers than Generation Xers; a stronger negative relationship was found between transactional fulfilment and intention to leave for Generation Xers than Generation Yers; higher balanced fulfilment had a significantly stronger positive relationship with job satisfaction for exploration compared with other career stages and commitment for exploration compared with maintenance stages.

Cross‐section methodology and difference scores in the female‐dominated sample limits generalisability. The study's key theoretical contribution is the need to further investigate whether the protean career concept is operating within employees' perceptions of their psychological contractual terms.

Despite widespread colloquial use of generational cohort groupings such as Baby Boomer, Generation X and Generation Y, small effect sizes were found. Implications for employers looking to manage employees' psychological contracts include that there are greater similarities than differences between the different career stages and generational cohorts.

It has been hypothesized that perceived contract fulfilment is positively associated with affective commitment, leading also to reduced turnover intentions, and with mental health, and that these relationships are fully mediated by work engagement. Employing the job demands resources (JDR) model, the purpose of this study is to examine the motivational and health‐enhancing properties driven by perceived employer psychological contact fulfilment.

The hypotheses were tested in a sample of 178 Finnish employees using structural equation modelling.

The hypotheses were supported. Perceived psychological contract fulfilment had both motivational (psychological contract → work engagement → affective commitment → reduced turnover intentions) and health‐enhancing (psychological contract → work engagement → mental health) effects.

The findings highlight the centrality of perceived psychological contract fulfilment to employees, and the importance of work engagement as a positive affective‐cognitive state at work.

The purpose of this paper is to analyze the role of training to explain affective commitment and exhaustion of temporary agency workers (TAW). There is a general assumption that training relates with a social exchange relationship where employees exchange positive outcomes, not only with inducements received by training but also with the expectation of prospective inducements that will emerge from the fulfilment of promises made by the organization.

The hypotheses were tested on a sample of 393 Portuguese blue‐collar TAW using structural equation modeling.

The hypotheses were supported. Training was positively related to workers' affective commitment and negatively to workers' exhaustion. Psychological contract fulfilment partially mediated these relationships.

The study is limited due to the nature of the sample (TAW in industrial sector with similar training opportunities as permanent workers) and the lack of longitudinal design. Neither does it provide implications for other types of commitment that may be relevant for TAW (continuance commitment, for example).

An important implication of this research is that employers should not assume that training is an investment without return from TAW. Developmental opportunities, while important to all employees, were positively related to TAW' affective commitment towards the organization and negatively to TAW' exhaustion.

The findings highlighted the importance of training in developing positive employment relationships with TAW and the role of psychological contract fulfilment as a mechanism that contributes to explain such relationship.

The purpose of this paper is to present the cultural results of a three year study into the concept of information fulfilment and considers the impact of culture on levels of information fulfilment.

Ethnographic studies were undertaken within higher education institutions in four countries, by examining each organization's shape and comparing it with the level of achievement of information fulfilment. The social and symbolic meanings that underpinned the culture of information in the chosen institutions are presented. The cultural frameworks are analysed and followed by a section of “raw data” from the ethnographic field.

Culture impacted significantly in all the studies, and each study had its own unique character which provided rich insights into the culture, atmosphere and contexts of the fields.

The relationships between the cultures and the levels of information fulfilment are reported with a view to helping build knowledge management systems that deliver higher levels of information fulfilment.