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Article
Publication date: 25 September 2007

Russel P.J. Kingshott and Anthony Pecotich

The nurturing of trust within firm‐customer relationships highlights the significance of social exchange theory in helping to explain the relational paradigm. By focusing…

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4711

Abstract

Purpose

The nurturing of trust within firm‐customer relationships highlights the significance of social exchange theory in helping to explain the relational paradigm. By focusing upon this theory it was hypothesized that psychological contracts also play an important role in helping manage customer relationships. The principal purpose of this study is to explore the role of the psychological contract within the firm‐customer relationship, and its effects on trust.

Design/methodology/approach

A sample of 343 distributor firms within the motorized vehicle industry was used to test a model developed on the basis of social exchange theory.

Findings

Psychological contracts are perceptual in nature and encompass reciprocal obligations stemming from the relational marketing efforts between suppliers and distributors. This construct was shown to have a positive impact upon the level of trust and commitment within the relationship; however, perceived violations of the contract terms were found to reduce the distributor's level of trust.

Originality/value

Given that trust was found to increase commitment, these findings have important managerial implications as they show that psychological contracts will erode important customer relationships if not factored into the customer decision‐making processes within the firm.

Details

European Journal of Marketing, vol. 41 no. 9/10
Type: Research Article
ISSN: 0309-0566

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Article
Publication date: 25 April 2019

Wei-Tsong Wang, Yi-Shun Wang and Wan-Ting Chang

The purpose of this paper is to investigate how different forms of interpersonal conflicts and employees’ psychological empowerment may affect knowledge sharing intentions…

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2020

Abstract

Purpose

The purpose of this paper is to investigate how different forms of interpersonal conflicts and employees’ psychological empowerment may affect knowledge sharing intentions directly or indirectly via interpersonal trust in the workplace.

Design/methodology/approach

Survey data collected from 249 employees of 37 of the top 500 corporations in the manufacturing industry in Taiwan were used for the data analysis. The research model was analyzed using the component-based structural equation modeling technique, namely, the partial least squares (PLS) approach.

Findings

The results indicate that both relationship and task conflicts have significant indirect effects on employees’ knowledge sharing intentions via psychological empowerment and trust. Additionally, psychological empowerment significantly influences employees’ knowledge sharing intentions both directly and indirectly via trust.

Research limitations/implications

The primary theoretical implication is an advancement in the understanding of the critical antecedents of and their different effects on employees’ knowledge sharing intentions from the perspectives of conflict management and individual psychological empowerment. Future research may concentrate on investigating the bidirectional interactions among trust, relationship conflicts and task conflicts in different knowledge-sharing contexts.

Practical implications

This study provides practical insights into conflict resolution intended to facilitate psychological empowerment and interpersonal trust that encourage knowledge sharing in the workplace.

Originality/value

To the best of the authors’ knowledge, this study is the first knowledge sharing study that empirically examines how task and relationship conflicts affect employees’ knowledge sharing intentions differently via the mediation of their perceived psychological empowerment and interpersonal trust in one another in the workplace.

Details

Journal of Knowledge Management, vol. 23 no. 6
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 19 April 2013

Sabine Sonnentag, Dana Unger and Inga J. Nägel

The purpose of this study is to address the relation between task and relationship conflicts at work and employee well‐being. It seeks to examine psychological detachment…

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10865

Abstract

Purpose

The purpose of this study is to address the relation between task and relationship conflicts at work and employee well‐being. It seeks to examine psychological detachment from work during off‐job time as a moderator in the relation between conflicts and well‐being.

Design/methodology/approach

In a field study, 291 white‐collar employees completed survey measures of task conflicts, relationship conflicts, psychological detachment from work during off‐job time, and well‐being. Control variables included workload and job control.

Findings

Hierarchical regression analyses indicated that employees experiencing high levels of task conflicts and high levels of relationship conflicts report poorer well‐being. As predicted, psychological detachment from work mitigated the negative relation between relationship conflicts and well‐being. Contrary to expectations, psychological detachment failed to moderate the relation between task conflicts and well‐being.

Practical implications

The study suggests that employees should be encouraged to disengage mentally from work during leisure time.

Originality/value

This study links research on workplace conflicts with research on recovery processes. It tests the moderator effect of psychological detachment from work on the association between workplace conflicts and well‐being.

Details

International Journal of Conflict Management, vol. 24 no. 2
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 9 March 2015

He Peng and Jon Pierce

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

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3557

Abstract

Purpose

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.

Design/methodology/approach

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

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Journal of Managerial Psychology, vol. 30 no. 2
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 27 October 2020

Ibeawuchi K. Enwereuzor, Lawrence E. Ugwu and Ebele E. Nnadozie

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological

Abstract

Purpose

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological well-being and to examine the moderating role of person-supervisor (P-S) fit between these two variables.

Design/methodology/approach

The sample for this study consists of 418 academic employees of two federal universities. Relationship quality, P-S fit, psychological well-being and demographics were self-reported by the participants using existing scales. Hypotheses were tested with partial least squares-structural equation modelling (PLS-SEM) using SmartPLS 3.2.8.

Findings

Results of the PLS-SEM showed that the positive relationship between relationship quality and psychological well-being was moderated by P-S fit, such that the relationship was stronger when P-S fit was low rather than high.

Research limitations/implications

The small number of homogeneous sample size of university academic employees may not be representative of the general population of such employees within the country.

Practical implications

The findings highlight the importance of taking into account the complex interplay between relationship quality and P-S fit when optimising employee's psychological well-being is the focus.

Originality/value

To the best of the authors’ knowledge, we are not aware of any studies that have examined the moderating role of P-S fit between relationship quality and subordinate's psychological well-being in the university context.

Details

Personnel Review, vol. 50 no. 5
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 4 June 2018

Hang Zhu, Pengxiang Zhang, Xiaoyan Han and Ting Huang

The purpose of this paper is to unveil how family involvement in management teams of private Chinese companies affects professional managers’ psychological ownership and…

Abstract

Purpose

The purpose of this paper is to unveil how family involvement in management teams of private Chinese companies affects professional managers’ psychological ownership and sense of “us”, in the hopes of understanding why their devotion cannot coexist with the higher level of commitment of family managers.

Design/methodology/approach

This paper includes two main studies. The first uses regression to analyze survey data provided by 165 professional managers working in Chinese private companies. The second is a scenario experiment in which 106 MBA candidates participate.

Findings

The study finds that there is a negative relationship between family management involvement and professional managers’ perceived relationship closeness to owners and psychological ownership of firms. It also finds that relationship closeness fully mediates the negative influence of family management involvement on managers’ psychological ownership.

Originality/value

This paper contributes to both the theoretical literature and management practice. From a theoretical perspective, it connects studies in indigenous sociological psychology with new literature on psychological ownership. The paper finds that personal relationships nurture the shared psychological ownership of managers by generating a sense of “us”, providing a new theoretical explanation for its formation process. Furthermore, this study offers an explanation for the negative signal effect of family involvement in management. From a practical perspective, this study finds that family involvement in management acts as a critical boundary condition for using personal relationships to stimulate professional managers.

Details

Nankai Business Review International, vol. 9 no. 2
Type: Research Article
ISSN: 2040-8749

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Article
Publication date: 6 April 2012

Mikael Lövblad, Akmal S. Hyder and Lars Lönnstedt

The purpose of this conceptual paper is to develop the construct of affective commitment in business‐to‐business relationships between customers and suppliers, as well as…

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2125

Abstract

Purpose

The purpose of this conceptual paper is to develop the construct of affective commitment in business‐to‐business relationships between customers and suppliers, as well as to introduce the psychological contract as a central antecedent to affective commitment.

Design/methodology/approach

A review of the literature on psychological contracts and relationship marketing relating to affective relationship commitment was conducted to make a theoretical contribution in a buyer‐supplier relationship context.

Findings

By focusing on the individual and incorporating relevant mental processes, theories on affective commitment have been developed. A model and propositions concerning the impact of psychological contracts on affective relationship commitment are suggested, where the psychological contract plays a central role in mediating the effects of several antecedents to affective commitment.

Research limitations/implications

By focusing on the individual's role in affective relationship commitment, this paper contrasts with much of the earlier research, which has used the firm as the unit of analysis. For practitioners, using such an approach will provide a more realistic view of the dynamics in the relationship.

Originality/value

This study makes two main contributions. First, it develops conceptual clarity of the affective commitment construct by putting a clear focus on the individual. Second, it proposes a model that describes the influence of several antecedents to affective commitment, suggesting a central role of psychological contracts in explaining the presence of affective commitment in business‐to‐business relationships.

Details

Journal of Business & Industrial Marketing, vol. 27 no. 4
Type: Research Article
ISSN: 0885-8624

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Article
Publication date: 14 September 2015

Michelle L McGrath, Lynne J. Millward and Adrian Banks

The purpose of this paper is to identify how psychological contract perceptions are used as a lens through which employees make sense of their workplace emotions. Applying…

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1825

Abstract

Purpose

The purpose of this paper is to identify how psychological contract perceptions are used as a lens through which employees make sense of their workplace emotions. Applying Rousseau’s (1995, 2011) conceptualisation of psychological contracts it examines how the emotions linked to both promise perceptions (broken/exceeded) and regulation are made sense of in relation to perceptions of contract type.

Design/methodology/approach

This paper takes a unique perspective into the role perceptions of psychological contract type play in the process of emotional sensemaking using qualitative thematic analysis of 30 in-depth interviews. A range of occupations are represented and all participants worked in a full-time capacity.

Findings

The paper identifies how the predominant relationship frame (transactional/relational) is used by employees when making sense of the emotions recalled during specific psychological contract events, as well as the emotions they feel are necessary to regulate while at work.

Research limitations/implications

The mean age of the study sample was 26 years, comparatively young in terms of the span of the employment age bracket. Taking a lifespan approach would potentially broaden the understanding of how employees use their predominant relationship frame in the process of emotional sensemaking at different stages of their life and careers.

Originality/value

This paper identifies an important work-related cue used in the active regulation of specific emotions whilst at work, contributing to both the psychological contract and emotion literature.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 10 no. 3
Type: Research Article
ISSN: 1746-5648

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Article
Publication date: 31 May 2021

Mahmoud Ahmad Mahmoud, Shuhymee Ahmad and Donny Abdul Latief Poespowidjojo

The purpose of this study is to extend the existing literature on the relationship between psychological empowerment and individual performance (IP) through the mediating…

Abstract

Purpose

The purpose of this study is to extend the existing literature on the relationship between psychological empowerment and individual performance (IP) through the mediating role of intrapreneurial behaviour (IB). Therefore, the empowerment theory (ET) and psychological entrepreneurship theory (PET) were integrated to nurture the IP of medium enterprises (MEs) production/operations managers by analyzing the mediating influence of IB on the psychological empowerment–IP relationship.

Design/methodology/approach

Survey method was engaged by means of self-administered questionnaire. Data were collected from a sample of 355 MEs production/operations managers and analysed with partial least square (PLS) structural equation modelling (SEM).

Findings

According to the results, Psychological empowerment (PE) has a significant direct relationship with both IB and IP. Equally, IB has a positive significant impact on IP. Moreover, the mediating influence of IB on the psychological empowerment–IP relationship was established.

Practical implications

The result implies that MEs can stimulate the IP of production/operations managers by encouraging IB through psychological empowerment–IP relationship. Therefore, the psychological empowerment–IP relationship will manifest better when IB is invigorated among production/operations managers.

Originality/value

To the best of the authors’ knowledge, this paper is the first to examine the mediating influence of IB on the psychological empowerment–IP relationship, which revealed a significant contribution to both entrepreneurship and organizational behaviour literature. The IB literature is relatively lacking, particularly among developing countries and in particular Nigeria.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 13 February 2017

Wen-Hai Chih, Tao-Sheng Chiu, Li-Chi Lan and Wen-Chang Fang

This study aims to investigate the relationships between consumers’ perceived justice and their behavioral intentions and explores the effects of psychological contract…

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1941

Abstract

Purpose

This study aims to investigate the relationships between consumers’ perceived justice and their behavioral intentions and explores the effects of psychological contract violation on the relationships.

Design/methodology/approach

This study conducts sampling through the survey to consumers after restaurant dining. This study collected data from 400 respondents and analyzed the data with the structural equation modeling.

Findings

The results indicate that consumers who experience higher level of distribution justice and procedure justice are more likely to have behavioral intentions. This study also reveals that psychological contract violation is a partial mediator of the above relationships. Consumers will feel less psychological contract violation when they perceive more distribution justice and procedure justice and will not significantly affect them more likely to repurchase intention.

Originality/value

During restaurant service, if consumers feel distribution or procedure injustice, they are more likely to engage in negative word-of-mouth. However, the lack of significant and positive effect of interaction justice on negative word-of-mouth in this study can be because of other intervening variables, such as intensity. Furthermore, in terms of customer’s repurchase intention, the results indicate significant and positive effects for all three types of justice on repurchase intention.

Details

International Journal of Conflict Management, vol. 28 no. 1
Type: Research Article
ISSN: 1044-4068

Keywords

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