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Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement.

A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses.

Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile.

The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled.

Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization.

Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.

The purpose of this paper is twofold. First, it attempts to examine how employees’ career planning (CP) interacts with the quality of leader-member exchange (LMX) to explain subjective career success. Second, the authors investigate how the pattern of such interactions differs between male and female employees.

To increase the generalizability, the study tested hypotheses in two studies whose data were collected in different national settings. Study 1 was designed to analyze 144 Korean employees and Study 2 investigated 140 Japanese employees. Both groups of employees worked for privately owned firms.

The authors found a three-way interaction effect between gender, CP, and LMX quality in predicting subjective career success. As hypothesized, the positive relationship between quality of LMX and subjective career success was stronger for males with high CP, whereas for females such a stronger relationship was found for women with low CP.

This study contributes to the literature in two ways. First, it extends career research by considering the interactive effects of individual and interpersonal factors on employees’ subjective career success. Second, it combines the research streams of social exchange theory (LMX), career theory (the boundaryless career), and gender theory (agentic and communal personality traits). This suggests that the ideas of the three theories could serve together as a useful framework for explaining gender differences in subjective career success through setting career goals and building relationships with supervisors.

The findings have important practical implications for managers and leaders, who generally seek to motivate their employees toward career achievement.

This study is one of the first to provide a new perspective for understanding the process by which men and women perceive their subjective career success differently with regard to social exchange relations with their supervisors and CP.

The purpose of this paper is to investigate the relationship between job- and organization-based psychological ownership. In addition, the authors explored the emergence and outcomes of psychological ownership in Chinese context.

Time-lagged survey data from 158 Chinese participants were used to test several hypothesized relationships employing partial least square techniques.

Job-based psychological ownership appeared to mediate the relationship between experienced job control and organization-based psychological ownership. In addition, a statistically significant relationship between job-based psychological ownership and job satisfaction, organizational citizenship behaviors and turnover intentions, and a statistically significant relationship between organization-based psychological ownership and job satisfaction were observed. A negative relationship between organization-based psychological ownership and knowledge withholding was also observed.

Managers who want to enhance employees’ job- and ultimately organization-based psychological ownership should empower their employees by enabling them to exert control over their work.

This paper examined how organization-based psychological ownership emerges from control over work via job-based psychological ownership. The authors also investigated the impact of psychological ownership in Chinese context.

The purpose of this paper is to investigate the relationship between humorous leadership and innovative behavior and the moderator effects of creative requirement and perceived innovation climate, beyond transformational leadership, and leader-member exchange (LMX).

Questionnaire data were collected from 150 employees of various organizations in Germany.

Employees whose leader used humor more frequently reported to be more innovative, when the employees perceived their tasks to require creativity and innovation. Perceived innovation climate did not moderate the relationship.

Different humor styles rather than just positive humor should be investigated in the future. Future research should incorporate multi-level designs and objective data on innovative behavior.

Humorous leadership is an important element of innovation-relevant leadership behavior. Its use may be integrated in broader leadership development approaches.

The study contributes to knowledge on humorous leadership and its relationship to organizational behavior. It enhances theoretical developments by considering the employees’ task and perceived innovation climate as moderator variables. It helps establish humor as a leadership tool beyond constructs such as LMX or transformational leadership.

The purpose of this paper is to develop and test a model of idiosyncratic deals (i-deals), embedded in the processes of work-family enrichment.

Hierarchical linear regressions and indirect-effect analyses were used to analyze the data from 179 working parents surveyed in a Chinese city.

Successful i-deal negotiation was contingent on both personal initiative of the employee and a positive influx of support from the family to the work domain. Additionally, the results suggested that: development i-deals enriched the intra-work role experience by customizing intrinsic work features and thus enhancing intrinsic motivation. Flexibility i-deals enriched the work-to-family boundary experience through increased instrumentality of the work role, connected to the economic basis of employment.

Providing new insights into the antecedents and consequences of i-deals, the study suggested a model through which employees can create balance and use synergies in their work-life quality. Based on single-source cross-sectional data, the results are preliminary.

Human resource management needs to consider the family lives of employees, especially in the Chinese culture. The authors further discussed applications of and limitations to the use of i-deals.

The study provides a new approach to addressing the issue of balance between different social roles.

The study is the first to investigate i-deals in the context of work-family enrichment, explore the role experiences of i-deal recipients, and link i-deals to distinct motivational processes.

The purpose of this paper is to explore the relationship between the sub-dimensions of political skill and transformational leadership, arguing that in a Chinese sample, social astuteness, networking ability, and interpersonal influence will have a stronger impact than apparent sincerity. Additionally, transformational leadership is argued to mediate the relationship between leader political skill and subordinate job performance.

This study used a dyadic, cross-sectional design where all data were collected at a single point in time and supervisors were matched to their followers.

The results support that transformational leadership mediates the relationship between leader political skill and follower performance. Additionally, social astuteness was positively related to leader charisma, individualized consideration, and intellectual stimulation; whereas, interpersonal influence was related to leader charisma and intellectual stimulation. Apparent sincerity was not related to perceptions of transformational leadership.

The findings imply that the authors might be able to design more customized training to reduce the costs of leadership development programs. Specially, in China, focus should be paid to increasing social astuteness and interpersonal influence only.

This study is one of the few to examine the relationship between the sub-dimensions of political skill and transformational leadership. This is especially noteworthy in the context of the Chinese sample employed, as most political skill research has been done in western contexts.

Drawing on social identity and self-categorization theories and building on Meyer and Herscovitch's (2001) work on affective commitment, this study aimed to examine the relationship between organizational identification and affective commitment, and the relationships between these two variables and employees' attitude and behavior.

Data were collected on-site from 158 automobile dealership employees in central China. Regression analysis and hierarchical linear modeling were used to analyze the survey data.

Organizational identification was positively related to affective commitment. Affective commitment was negatively related to turnover intention and positively related to job performance. Affective commitment mediated the relationship between organizational identification and turnover intention, but did not mediate the relationship between organizational identification and job performance.

This study contributes to the literature by integrating organizational identification and affective commitment, the two distinct types of employees' organizational attachment. However, results should be cautioned with the limitations of the study.

Managers can use employees' organizational identification to foster affective commitment since it leads to a variety of positive work attitudes and behavior.

Society as a whole may benefit by having more loyal and committed workforce in organisations.

This study develops a model that aligns employee commitment and identification. Doing so answers the call for more efforts to integrate the two forms of organizational attachment in order to make more progress in this line of research.

The purpose of this paper is to understand the effect of antecedents like environmental consciousness and cosmopolitanism (COS) on organic food purchase intention (OFPI) with the possible mediation of opinion seeking (OS) and opinion leadership (OL).

A model drawn largely from environmental value–attitude–system model (Dembkowski and Hanmer-Lloyd, 1994) has been proposed and tested. Primary data from four cities across India were collected using a survey.

COS was the primary factor determining purchase intention. A full mediation of OS behaviour was observed between environmental consciousness and OFPI. No effect of OL on OFPI could be established.

Because COS is positively affecting the organic food patronage and cosmopolitans are more likely to be socially responsible consumers, the organic food (OF) manufacturers should target brick and mortar stores in more cosmopolitan cities like Bangalore, Delhi, etc. The mediating role of OS has wider implications for marketers and advertisers both. In line with both theoretical underpinning (theory of planned behaviour), empirical studies (Chakrabarti and Baisya, 2009) and ours, it seems that the customer seeks credible information before purchasing organic food. The word-of-mouth and social media are recommended channels for similar reasons. The websites are a must for OF manufacturers because retailers may not provide adequate promotion/information of the products to the consumers.

This study enables marketers in the field of OF domain to target the customers better. It also guides them to have a good integrated marketing communication to cater to the opinion-seeking phenomenon of consumers.

The paper investigates the OFPI model better suited to urban cities in India. COS construct usage is a novelty of the paper as well as the mediation of opinion-seeking behaviour. Findings have value both for researchers and practitioners in the OF domain.