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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.

This research aims to shed light on organizational citizenship behaviors (OCBs) of different generations of hospitality workers in relation to their psychological contract. The psychological contract, which describes employees' implicit expectations of their employer, is related to a range of work-related outcomes such as commitment, turnover intention and OCB. Yet, virtually no studies have explored the psychological contract or OCB in a hospitality setting. These topics were approached from a generational context as a new generation of employees is entering the workplace with a reportedly different approach to work. Data were collected through face-to-face surveys on site from a sample (N=111) in 7 hotels of an international hotel chain. Findings provide evidence of generational differences in the content of the psychological contract, as well as the process through which the psychological contract impacts OCB. In particular, findings indicate that hospitality managers will increasingly have to consider motivating their staff through satisfaction of intrinsic needs for development, job content, and a pleasant working atmosphere. This was found to be particularly true for Generation Y, the youngest generation of workers.

The purpose of this research project was to identify success factors in the careers of top women in the hospitality industry. We started out by interviewing five women who are currently working in a high management position in the hospitality industry, about their experiences on their way to the top. For the purpose of comparison we later on decided to apply theoretical sampling and include women from other industries, and subsequently men from inside and outside the hospitality industry. Grounded Theory analysis revealed six factors that influenced all their rising careers: internal drive, ambition, social skills, competencies, personality, and external factors. Although the factors were of varying importance at different stages of their professional life cycle, “internal drive” and “ambition” were found to be most important throughout the progressing careers. Some differences between the groups studied are described and implications for future research and practice are discussed.

This study aims to explore generational differences in the psychological contract of hospitality employees and work outcomes such as commitment and turnover intention.

Data were collected in 20 hotels (n=359) from a four‐star hotel chain in The Netherlands using a self‐administered questionnaire. Data were analysed using MANOVA and post‐hoc analysis.

Findings suggest that opportunities for development and challenge, variation and responsibility are more important to younger generations of hospitality workers. Generation X placed high value on work‐life balance, autonomy and job security. No differences were found for work atmosphere, salary and task description. Significantly lower commitment and higher turnover intention was also found for Generation Y.

The findings provide insight into generational differences in expectations that hospitality workers have of their employers. This helps managers in developing management styles as well as human resource policy to better address these expectations.

This study is one of the first to explore the psychological contract in a hospitality context and contributes empirical evidence to the body of knowledge on generational differences.

The purpose of this paper is to examine the link between employer psychological contract (PC) fulfillment and employee attitudes (job satisfaction, organizational commitment and intention to leave the organization) by using employees’ perceptions of PC violation and organizational justice as serial mediators.

Data from 44 managers and 880 employees from 44 Spanish organizations were analyzed through multilevel structural equation modeling.

Results showed that employees’ feelings of PC violation and justice perceptions mediated the relationships between the employers’ PC fulfillment assessed by managers and job satisfaction and organizational commitment assessed by employees. The mediation effect was not significant for employees’ intention to leave the organization.

This study contributes to understand the process through which PC influences work outcomes, outlining the relevance of organizational justice as social exchange theory and PC theory (Guest, 2004) stated. In addition, present results extend the influence of PC on work outcomes from the individual to the organizational level.

The purpose of this paper is gaining more insight into the impact of the strength of the auditor–client relationship on the client’s perceptions about added-value of the auditor service including the role of auditor tenure.

This study is based on both archival data (auditor tenure) and interview data (strength of the auditor–client relationship and client’s perceptions on added-value). The data comprise 497 small- and medium-sized entity (SME) audit engagements in The Netherlands.

This study finds evidence of a positive relationship between the strength of the auditor–client relationship and client’s perceptions on added-value. The data do not suggest a main effect of auditor tenure on client’s perceptions on added-value. This study finds evidence that auditor tenure, combined with the strength of the auditor–client relationship, has a strong positive influence on the perceived added-value. Therefore, this study argues that a longer tenure turns out to positively influence the auditor’s client-specific knowledge. The findings are relevant to auditing research by extending the scope of application of social exchange theory (SET) to SME settings, and by suggesting that the auditor–client relationship may capture more an audit quality dimension than auditor tenure. Findings are also relevant for audit practitioners in showing the contribution of a strong auditor–client relationship to client satisfaction in terms of perceived added-value. Standard setters may consider the results of this study in proper designing a specific auditing standard for smaller, less complex entities.

This study fits into a development in auditing research where auditing is viewed as a service. Prior studies in this area were mainly build on marketing concepts (e.g. Grönroos 2007). This study uses a sociological lens, particularly building on SET. In particular, this study focuses on the impact of relationship quality on perceived added value. Using this perspective sheds light on the importance of interactions between auditors and their clients. Both the product (audit opinion) and the process of collecting sufficient appropriate audit evidence in interaction with the client are important. This relationship perspective may serve as an explanation to why long auditor tenure can turn out to improve audit quality. Future research may build on this sociological perspective and particularly examine what conditions need to be present to realize benefits of the relationship approach and when a more transactional approach is more suitable.