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Contains fulltext : 246035.pdf (Publisher’s version ) (Open Access) Counterproductive work behavior toward the organization (CWB-O) or supervisor (CWB-S) is commonly treated as a consequence of psychological contract breach (PCB). However, drawing from Self-Consistency Theory, the authors in this article argue that the PCB-CWB relationship is recursive through two mediating mechanisms: self-identity threat and organizational cynicism. Furthermore, the authors predict that the relationship between feelings of violation and CWB-O (or CWB-S) would depend on the extent to which the victim attributed blame to the organization (or supervisor). Using weekly and daily survey data, the study found that identity threat was a stronger mediator for recursive CWB-PCB relationships. Moreover, it was found that PCB related positively to violation feelings, which in turn related positively to CWB-O and CWB-S over time. As predicted, the former was moderated by organizational blame attributions, whereas the latter was moderated by supervisor blame attributions. The authors discuss the theoretical implications and propose novel practical implications based on these reciprocal findings. 34 p.

Contains fulltext : 253282.pdf (Publisher’s version ) (Closed access) 8 p.

Contains fulltext : 235981.pdf (Publisher’s version ) (Open Access) In this study, we expand on the existing work on job crafting by focusing on (1) within-person fluctuation in affective experiences in relation to job crafting and person-job fit and (2) between-person fluctuations in personal growth initiative (PGI) as an important boundary condition of these relationships. Using multilevel data from 116 employees (341 observations), our results showed that fluctuations in positive active emotions (PAE) and negative active emotions (NAE) related positively to daily job crafting; this relationship was moderated by overall PGI levels. Next, we found a positive association between daily job crafting and daily person-job fit. Finally, we found indirect effects from NAE and PGI to daily fluctuations in person-job fit via daily fluctuations in job crafting; NAE and PGI energized employees to engage in daily job crafting, which contributed to their daily person-job alignment. We discuss implications for theory and practice. 20 p.

Contains fulltext : 226839.pdf (Publisher’s version ) (Closed access) Perceived organizational support (POS) is commonly treated as a consequence of perceived psychological contract breach (PCB). However, because both concepts assume a mutual exchange relationship in which each party makes assessments of, and then decides how to reciprocate, the other party's contributions, this article propounds that the PCB-POS relationship is recursive. By drawing on Conservation of Resources (COR) Theory, the authors argue that following an initial PCB, low levels of POS may then increase the likelihood of perceiving further PCBs through reduced management trust, thus generating a resource loss spiral. By estimating a two-level time-lagged mediation model on weekly data from 338 Canadian employees (1215 observations), the findings support the reciprocal PCB–POS relationship, and show that POS and PCB form a vicious cycle of resource loss. The authors suggest avenues for future research and practical implications relating to the role of time and resources in preventing further exchange deterioration. 18 p.

Contains fulltext : 286336.pdf (Publisher’s version ) (Open Access) In this study, we investigated whether and how perpetrators of bullying become targets themselves. Building on the notion of bullying as an escalation process and the Conservation of Resources Theory, we hypothesized that following enactment of bullying, people would experience increased relationship conflicts with colleagues, diminishing their sense of control and making them more likely to become exposed to bullying themselves. We tested this idea using longitudinal sequential mediated Structural Equation Modelling in a sample of 1420 Belgian workers. Our results confirmed that enactment of bullying lead to more exposure to bullying 18 months later. Relationship conflicts partially mediated this effect, meaning that bullying enactment can lead to increased tensions with others at work, increasing one's vulnerability to bullying exposure. Although perceived control also mediated the enactment-exposure relationship, relationship conflicts did not lead to perceived loss of control, suggesting a missing link in this relationship. Furthermore, the effect from perceived control to exposure to bullying was small and did not replicate in post-hoc analyses. Our findings suggest that people may experience a backlash from others in their work environment following engagement in bullying behavior at work and invite further exploration of the processes that may account for this relationship. 06 december 2022 38 p.

Item does not contain fulltext As self-initiated expatriates (SIEs) often struggle to communicate in the common corporate language and/or host country language, the aim of this study is to determine if host country language proficiency (HCLP) facilitates communication. As a corollary HCLP might reduce the negative impact of psychological contract (PC) breach on PC violation, and ultimately the positive impact on counterproductive work behaviors (CWB) and the negative impact on organizational citizenship behaviors (OCB). This study uses a repeated-measurement design with three measurement points from 300 SIEs. Using a moderated mediation path model, we found that PC breach at T1 is positively associated with CWB and negatively associated with OCB at T3 through PC violation at T2. Furthermore, HCLP at T1 moderates the positive PC breach-PC violation relationship. Specifically, HCLP amplifies the indirect relationships between PC breach, CWB, and OCB for participants with poor levels of HCLP. This study demonstrates the need of improving HCLP of SIEs. We discuss additional implications for theory, practice and future research. 14 april 2023 12 p.

Contains fulltext : 282279.pdf (Publisher’s version ) (Open Access) 15 p.

Contains fulltext : 286541.pdf (Publisher’s version ) (Open Access) Workplace bullying (WB) studies focusing on perpetrators are increasing. Many processes, events, circumstances and individual states are being studied to understand and inhibit what causes some employees to become perpetrators. Using a 24-week diary design and drawing on the Conservation of Resources Theory, we investigated how sleep, physical activity (PA), and being bullied predicted perpetration on a within-level. On a between-level, we controlled for a supervisory position, psychological distress and mental illnesses over 38 employees from Spain and Turkey. Their average age was 38.84 years (SD = 11.75). They were from diverse sectors (15.8% in manufacturing, 15.8% in education, 13.2% in wholesale and retail trade, 13.2% in information and communication, 7.9% in health, 7.9% in other services and 26.3% from other sectors) with diverse professions such as finance manager, psychologist, graphic designer, academic, human resources professional, forensic doctor, IT and Administration head, municipality admin executive, waiter, and sales executives. Data collection was conducted over 24 consecutive work weeks, where only 31 participants were involved in perpetration (final observations = 720). We analyzed the data using multilevel structural equation modeling decomposed into within-and-between-person variance parts. The results indicated that on a within-level, PA as steps taken during the work week and being bullied positively predicted perpetration the same week, while sleep quality did not. By connecting sleep, physical exercise and WB literature, we draw attention to the health condition of perpetrators. Organizations should actively inhibit workplace bullying and be mindful of employees’ physical activities at work or commuting to work. Managers should also be attentive to physical fatigue that employees may feel due to their responsibilities in their private lives and allow employees to rest and recuperate to inhibit negative behaviors at work. 20 p.

Contains fulltext : 230564.pdf (Publisher’s version ) (Open Access) Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either "good" or "bad" employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O - CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice. 38 p.

Contains fulltext : 228386.pdf (Publisher’s version ) (Open Access) To push the job insecurity literature forward, we bring together and simultaneously examine multiple theoretical frameworks to explain the direct job insecurity-mental health relationship and the reciprocal mental health-job insecurity relationship. Using 3-wave survey data, with a six-month time lag, from 1994 employees, we found that the stability of job insecurity from Time 1 to Time 2 was positively related to stress and social exchange mechanisms, as well as mental health complaints at Time 3. We also found that the stability of mental health complaints from Time 1 to Time 2 was positively related to the conservation of resources mechanism of absenteeism, as well as to perceptions of job insecurity at Time 3. Moreover, the stability of absenteeism over time was positively related to perceptions of job insecurity at Time 3. We discuss implications for the job insecurity literature, as well as make suggestions for future research and practical implications. 17 p.

Contains fulltext : 218962pub.pdf (Publisher’s version ) (Closed access) The nature of work and the contexts in which firms operate have changed significantly in the many decades since the study of psychological contracts (PCs) at work began in earnest. These changes have altered the contours of the traditional employer-employee relationship and are key motivators of this Special Issue. We seek to chart new directions for PC research over the next decade by widening the theoretical and methodological lenses used to explore PC processes. In the introductory editorial we briefly outline the PC construct, overview the collected papers, and discuss the next exciting wave of PC research (exploring PC dynamics, PC counterparties, and the PC context) inspired by this collection. 15 p.

Item does not contain fulltext This qualitative research explores the psychological contract (PC) of a sample of self-initiated expatriates (SIEs) working in the French hospitality sector, focusing on PC evaluation as well as reactions to PC breach and feelings of violation. The authors found evidence of a psychological contract type not discussed before in empirical studies. The employer in this research intentionally disrupts the exchange relationship, creating a destructive PC. In these cases, it is assumed that employees would exit such an employment relationship, but instead the study found a mix of dysfunctional behavior in the form of neglect, workplace deviance and revenge cognitions. Accounting for the limitations of the study the authors highlight the implications of the findings for theory, practice and future research. 20 maart 2023 23 p.

NATO members have been coping with low motivation and morale. Such environments typically have high turnover intentions and neglect behavior. However, safety behavior is paramount for military organizations and neglect behavior can have serious consequences. Social exchanges are often cited as the main reason for these phenomena. We therefore examine turnover intentions and safety compliance behavior of 1,593 airmen from a European NATO Air Force by focusing on different psychological contract (PC) dimensions. We use polynomial regression and response surface analysis. Results show that higher levels of PC fulfillment are related to lower levels of turnover intentions and higher levels of safety compliance behavior. Furthermore, perceptions of PC overfulfillment are negatively associated with turnover intentions, whereas safety compliance is unaffected by positive (overfulfillment) and negative (underfulfillment) PC discrepancies along all PC dimensions. We discuss implications for the PC literature, make suggestions for future research, and provide practical implications. JEL CLASSIFICATIONS: M0 - general; M1 - business administration; C3 - Multiple or Simultaneous Equation Models; Multiple VariablesKeyword

Contains fulltext : 236624.pdf (Publisher’s version ) (Open Access) How does students' academic commitment develop over the course of their first term? Process research on students' early academic experiences has been scarce due to a lack of appropriate high-density-high-frequency research designs. We thus have very limited knowledge on how students become academically committed over time. Drawing on the analogue of workplace commitment, I extracted five process-theoretical accounts regarding how students' AC might evolve over time: Learning to Love, Honeymoon Hangover, High Match, Moderate Match, or Low Match. I measured 180 students' weekly levels of commitment across 18 weeks (2,778 observations) of post-secondary education. In line with expectations, I found evidence for the above-mentioned five distinct AC trajectories. These findings illustrate the utility of a more nuanced, temporal approach to the study of commitment, and carry both theoretical and practical implications for student development and learning potential. 16 p.

Contains fulltext : 219064.pdf (Publisher’s version ) (Closed access) Children's experience of chronic pain is influenced by the psychological and behavioural responses of their parents. However, the majority of research has been cross-sectional, precluding examination of how these dynamic relationships unfold over time. This study used a microlongitudinal design to examine the daily relationships between parent mood and protective responses and child chronic pain. We also examined the moderating roles of child and parent pain catastrophizing to determine how the affective-motivational context may alter the influence of parent factors. Participants included 95 youth with idiopathic chronic pain (Mage = 14.08; 71.6% female) and their parents. At baseline, parents and youth reported on their catastrophic thinking about child pain. For 7 consecutive days, parents completed daily assessments of their mood and protective responses, while youth completed assessments of their pain intensity, unpleasantness, and interference. Multilevel path analyses were conducted. At a daily level, greater parent protectiveness significantly predicted higher youth pain unpleasantness, interference, and intensity; more negative parent mood significantly predicted higher youth pain intensity and unpleasantness. Higher baseline youth pain catastrophizing predicted a stronger daily association between parent mood and youth pain unpleasantness and intensity. Higher baseline parent pain catastrophizing predicted a weaker daily association between parent protectiveness and youth pain interference. Findings suggest that parent mood and protective responses are dynamic, daily predictors of child pain. Findings also underscore the importance of addressing parents' daily mental health and protectiveness, among youth with chronic pain, and suggest different intervention targets depending on levels of child and parent catastrophizing. 11 p.

Contains fulltext : 218180pub.pdf (Publisher’s version ) (Closed access) This study expands our understanding of employee reactions to psychological contract (PC) breach by contextualizing the relationship between PC breach and feelings of violation in a European military setting through the study of strong commitment to specific career goals, high managerial turnover, lack of clarity about the perceived responsibility and controllability of PC breach, as well as aviation restrictions. Based on interviews with 41 pilots, we found that two factors - passion for job and professional commitment - which have not been a strong focus in extant research, play critical roles in the processes involved in employee PC breach reactions. We further contribute to the literature by demonstrating when, why, and where perceptions of PC breach influence exit, loyalty, voice, and neglect reactions in a military setting (e.g., we found that certain reactions, such as neglect, are restricted due to the potential safety consequences of said reactions). This research charts new directions for psychological contract research in which more attention is placed on the context within which psychological contract processes develop and change. We provide insights to practitioners and discuss implications, limitations, and future research directions. 19 p.

Contains fulltext : 226841.pdf (Publisher’s version ) (Closed access) Scholars agree that counterproductive work behavior (CWB) is instigated by psychological contract breach and feelings of violation. This article focuses on the mediating role of feelings of violation (a mixture of negative emotions) in the relationship between psychological contract breach and CWB, and assesses whether volunteers and paid employees experience a similar chain of events. The study uses Mplus 7 to estimate a moderated mediation model with bootstrapping. The results indicate that both paid employees and volunteers (1) experience feelings of violation when perceiving psychological contract breach, and (2) engage in CWB targeted to the organization (CWB-O) when experiencing feelings of violation. However, these relationships were not significantly different when comparing paid employees and volunteers. It is hence concluded that a similar chain of cognitions and emotions explains why volunteers and paid employees engage in CWB-O. In unraveling this sequence, possibilities for targeted interventions are suggested. 19 p.

The role of time and time dynamics is crucial to our understanding of important Organizational Psychology phenomena such as organizational change, work–family experiences, in-role and extra-role performance, deviance, job insecurity, work design, job crafting, psychological contracts, organizational justice, incivility, talent management, human resource management, organizational decision-making, organizational commitment, personality, leadership, emotions, motivation, team work, employee well-being and health, safety, and so forth. Specifically, the inclusion of time and temporal dynamics is essential to better explain “when” a phenomenon occurs, “what” aspects of the phenomenon are being influenced, “how” these aspects are being influenced, and “why” this influence occurs. Such a dynamic way of thinking can challenge existing knowledge and traditional ways of theory building and conducting empirical research in the field of Organizational Psychology. Despite the crucial role of time and temporal dynamics, it receives little acknowledgement in the Organizational Psychology literature and most published work has not made reference to time and/or time dynamics in its methods, findings, or conclusions. This stands in stark contrast with Organizational Psychology, a field that is devoted to the study of processes and guided by the principles of time and temporal dynamics. Several scholars have expressed concerns about this inconsistency in the literature and its detrimental consequences for the validity and accuracy of the field’s corpus of knowledge. It is therefore important to clarify what is meant by time and temporal dynamics and how the Organizational Psychology literature has dealt with this operationalization of time. An ideal way to do so is to provide a review (for the period 2000–2020) of the Industrial and Organizational Psychology literature with reference to the word “time.” This review reveals that the most popular approach to time has been that of “time as a construct or variable” (43.28%), followed by “time as future prediction” (29.48%), “time in theory development or improvement” (18.28%), and “time in methodology” (8.96%). Following this review, it is imperative to propose the essential elements to which “good” time-sensitive theory and research should adhere: (a) constructs and psychological phenomena should be clearly defined with reference to the time window within which they are expected to fluctuate and/or change, (b) relationships between constructs should be defined in relation to time and/or the unfolding nature of a construct or psychological phenomena should be specified, (c) temporal features of a construct or psychological phenomenon should be defined and described in detail, and (d) temporal metrics should be defined with reference to the specific timescales, time frames, and time lags that should to be used to measure the construct or psychological phenomenon. In addition to incorporating these essential elements of “good” time-sensitive theory and research, researchers should be made aware of possible future trends for the inclusion of time and temporal dynamics in theory building and empirical research. As a corollary, this inspires and directs future research in Organizational Psychology to acknowledge and incorporate the important role of time and temporal dynamics.

This study contributes to the research of employee health and well-being by examining the longitudinal effects of psychological contract (PC) breach on employees' health. We integrate Social Exchange and Conservation of Resources theories to position effort-reward imbalance (ERI) as the mediating mechanism. We also assessed the moderating role of perceived job control as a boundary condition through which employees could prevent PC breach and ERI from adversely affecting their health. Using three-wave longitudinal survey data from 389 employees, we estimated a path model using each variable's growth parameters (intercept and slope). We found support for our hypotheses regarding stable effects; we found positive associations between PC breach and physical and mental health complaints and a need for recovery through ERI perceptions. We further tested employees' perceived control over the work environment as a boundary condition and found support for its role in attenuating the positive relationship between PC breach and ERI perceptions, but not for its moderating role in the ERI-health outcomes relationship. Our findings indicate that exposure to PC breach has a detrimental impact on employee health/well-being via perceptions of ERI and allow us to unravel one of the cognitive mechanisms leading to potential employee ill-health. We conclude with theoretical and practical implications. ispartof: APPLIED PSYCHOLOGY-HEALTH AND WELL BEING vol:13 issue:2 pages:263-281 ispartof: location:England status: published

Contains fulltext : 230742.pdf (Publisher’s version ) (Open Access) Although adverse early experiences prime individuals to be at increased risk for chronic pain, little research has examined the trauma-pain relationship in early life or the underlying mechanisms that drive pathology over time. Given that early experiences can potentiate the nociceptive response, this study aimed to examine the effects of a high-fat high-sugar (HFHS) diet and early life stress (maternal separation; [MS]) on pain outcomes in male and female adolescent rats. Half of the rats also underwent a plantar-incision surgery to investigate how the pain system responded to a mildly painful stimuli in adolescence. Compared to controls, animals on the HFHS diet, experienced MS, or had exposure to both, exhibited increased anxiety-like behavior and altered thermal and mechanical nociception at baseline and following the surgery. Advanced MRI demonstrated that the HFHS diet and MS altered maturation of the brain, leading to changes in brain volume and diffusivity within the anterior cingulate, amygdala, corpus callosum, nucleus accumbens, and thalamus, while also modifying integrity of the corticospinal tracts. The effects of MS and HFHS diet were often cumulative, producing exacerbated pain sensitivity and increased neurobiological change. As early experiences are modifiable, understanding their role in pain may provide targets for early intervention/prevention. 15 p.

Contains fulltext : 237113.pdf (Publisher’s version ) (Open Access) Repeated measurement designs have been growing in popularity in the fields of Organizational Behavior and Work and Organizational Psychology. This brings up questions regarding the appropriateness of time-lag choices and validity of justification used to make time-lag decisions in the current literature. We start by explaining how time-lag choices are typically made and explain issues associated with these approaches. Next, we provide some insights into how an optimal time-lag decision should be made and the importance of time-sensitive theory building in helping guide these decisions. Finally, we end with some brief suggestions as to how authors can move forward by urging them to explicitly address temporal dynamics in their research, and by advocating for descriptive studies with short time-lags, which are needed to uncover how the changes happen over time. 6 p.

Oil workers represent more than six percent of Alberta’s labour force and many of these workers are located in remote, isolated oil fields with limited access to social, psychological, and health services. The purpose of this study was to explore the nuanced experience of oil workers located in Alberta, Canada and contributes to the extant body of research on the topic of wellbeing in the petroleum industry. Fourteen workers shared their experiences of social isolation, the affect of job-related stress on their social, emotional and psychological wellbeing, and coping mechanisms for working in such high-risk, high-strain work environments. Based on the findings, we recommend that vulnerability needs to be contextualized for the petroleum industry and further research needs to be conducted about the psychological and physical costs paid by workers in order to maintain careers in the petroleum industry.

Contains fulltext : 247955.pdf (Publisher’s version ) (Open Access) Although job-related work environment studies found associations to workplace bullying perpetration, little work with longitudinal designs has been conducted on broader organizational measures, which may help design effective interventions for perpetration. Using a three-wave longitudinal design and drawing on Conservation of Resources Theory, we investigated whether organizational trust and justice predicted perpetration six months later. The sample consisted of 2447 employees from Spain and Turkey from various industries, such as services, manufacturing, and education. We also investigated whether physical and psychological health explained the relationship between organizational trust, justice, and perpetration. The results indicated that, in three months, organizational justice negatively predicted psychological and physical health deterioration, while unexpectedly, organizational trust positively predicted the same. Health conditions did not predict perpetration, in three months, while organizational conditions did not predict perpetration directly or indirectly in six months. Assessing and improving organizational trust and justice practices may help employee health improve over time. As organizational trust, justice, and health status are significantly related to current perpetration incidents, assessments of these subjects may be instrumental in identifying possible current perpetration phenomena. 19 p.

The relations of HEXACO personality factors and religiosity with political orientation were examined in responses collected online from participants in 33 countries ( N = 141 492). Endorsement of a right–wing political orientation was negatively associated with Honesty–Humility and Openness to Experience and positively associated with religiosity. The strength of these associations varied widely across countries, such that the religiosity–politics correlations were stronger in more religious countries, whereas the personality–politics correlations were stronger in more developed countries. We also investigated the utility of the narrower traits (i.e. facets) that define the HEXACO factors. The Altruism facet (interstitially located between the Honesty–Humility, Agreeableness, and Emotionality axes) was negatively associated with right–wing political orientation, but religiosity was found to suppress this relationship, especially in religious countries. In addition to Altruism, the Greed Avoidance and Modesty facets of the Honesty–Humility factor and the Unconventionality and Aesthetic Appreciation facets of the Openness to Experience factor were also negatively associated with right–wing political orientation. We discuss the utility of examining facet–level personality traits, along with religiosity, in research on the individual difference correlates of political orientation. Copyright © 2018 European Association of Personality Psychology

The purpose of this study was to investigate the dynamic relationship between psychological contract (PC) breach, violation feelings, and acts of counterproductive work (CWBs) and organizational citizenship (OCBs) behavior, as well as to investigate the reverse relationship from CWB and OCB to PC breach. We tested these direct and reverse relationships by means of structural equation modeling using latent growth parameters on weekly survey data from 80 respondents for 10 consecutive weeks (516 observations). Our results revealed that an accumulation of PC breach over the course of 10 weeks was positively associated with intensifying violation feelings, which in turn was positively associated with the enactment of an increasing number of CWB-O acts over time. However, we did not find such a relationship for the enactment of OCB-O acts over time. Moreover, we found that both static and increasing numbers of OCB-O and CWB-O acts were negatively and positively related to static and accumulating perceptions of PC breach, respectively. This study challenges the static treatment of PC breach and its reactions, as well as the often assumed negative PC breach-OCB-O relationship. In addition, this study demonstrates a recursive relationship between PC breach and OCB-O and CWB-O.

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Contains fulltext : 219560.pdf (Publisher’s version ) (Open Access) While the physical and behavioral symptomologies associated with a single mild traumatic brain injury (mTBI) are typically transient, repetitive mTBIs (RmTBI) have been associated with persisting neurological deficits. Therefore, this study examined the progressive changes in behaviour and the neuropathological outcomes associated with chronic RmTBI through adolescence and adulthood in male and female Sprague Dawley rats. Rats experienced 2 mTBIs/week for 15 weeks, and were periodically tested for changes in motor behaviour, cognitive function, emotional disturbances, and aggression. Brain tissue was examined for neuropathological changes in ventricle size, and presentation of Iba1 and GFAP. We did not see progressively worse behavioral impairments with the accumulation of injuries or time, but did find evidence for neurological and functional change (motor disturbance, reduced exploration, reduced aggression, alteration in depressive-like behaviour, deficits in short-term working memory). Neuropathological assessment of RmTBI animals identified an increase in ventricle size, prolonged changes in GFAP, and sex-differences in Iba1, in the corpus callosum, thalamus, and medial prefrontal cortex. Telomere length reduced exponentially as the injury load increased. Overall, chronic RmTBI did not result in accumulating behavioral impairment and there is a need to further investigate progressive behavioral changes associated with repeated injuries in adolescence and young adulthood. 12 p.

Item does not contain fulltext This study examined the dynamic nature of organizational commitment (OC) using latent class growth modeling to better understand the complex relations among psychological contract (PC) breach (its absence and accumulation), OC, and performance. We used time- sensitive methods and analyses to overcome limitations associated with traditional methods used in the PC literature. We surveyed 164 Belgian employees and their supervisors for 10 consecutive weeks, resulting in 1117 observations. We found five theoretically relevant OC trajectories for employees who experienced PC breach: Continuous Decline, Positive Accommodation, Re-Commitment, Sustained Commitment, and Continuous Elevation. In contrast, we found two for employees who did not experience PC breach: Sustained Commitment and Continuous Elevation. The highest levels of PC breach accumulation were characterized by Continuous Decline, whereas the lowest were characterized by Positive Accommodation or Re-Commitment. Moreover, employees who demonstrated Continuous Decline had the lowest supervisor-rated performance and OCB, and the highest CWB. In contrast, those who demonstrated Sustained OC or Continuous Elevation, regardless of PC breach accumulation, had the highest performance and OCB, and the lowest CWB. Our findings challenge implicit assumptions in the PC literature, underscoring the importance of temporal research. 1 p.

Mild traumatic brain injuries are known to cause a host of symptoms, including headaches, nausea, and depression, that when persistent, are known as postconcussive syndrome. In addition to these overt symptomologies, individuals may experience changes in day-to-day behavior or temperament, which although not meeting criteria for postconcussive diagnosis, does cause distress to the individual. The aim of this study was to determine whether we could measure temperament in a rat and, if so, determine whether temperament is altered in response to repetitive mild traumatic brain injuries (RmTBI). Forty male and female adolescent Sprague-Dawley rats were same-sex pair housed and subjected to RmTBIs or sham injuries. The rats were recorded at 6 different time points throughout the study for the temperament assessment protocol, a measure of the complex behavioral profile of each rat within its dyadic home cage environment. The temperaments were quantified via a novel behavioral scoring algorithm. The rats were also tested on a battery of tests that were designed to measure symptoms of postconcussion syndrome. We determined that rodent temperament is quantifiable, is sex dependent, changes with age, and is modifiable in response to experiential factors such as RmTBI. Rats that received the RmTBIs were significantly less active and showed decreased levels of social interaction compared with their sham-injury counterparts. Moreover, both task switching and recovery patterns for RmTBI rats were dependent on the injury status of their cage mates. Future studies are now required to determine the mechanisms underlying these important changes in temperament. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Contains fulltext : 219054.pdf (Publisher’s version ) (Closed access) The psychological contract (PC) is a dynamic process, where employees actively and passively adjust their perceptions of obligated and delivered inducements. In this study, we focus on the temporal changes in employee's perceptions of obligated and delivered inducements and show that these micro-level dynamics take place at every stage through the PC process. We introduce a dynamic systems perspective to understand these temporal fluctuations. We show that employees' perceptions of obligated and delivered inducements interact with each other and form a dynamic system. We compared daily and weekly time-frames and found that the daily time-frame maximizes the temporal fluctuations of employees' perceptions of obligated and delivered inducements, whereas the weekly frame captures more complex trajectories. Furthermore, inducements that are explicitly communicated demonstrate more temporal fluctuations than inducements that are not explicitly communicated. We advance PC theory by providing more understanding of the temporal dynamics of employees' perceptions of obligated and delivered inducements. We provide practical guidelines for the choice of an ideal time-frame to study employees' perceptions of obligated and delivered inducements, depending on the specific inducements and the aim of the research. We propose that researchers further integrate dynamic systems theory into PC models. 17 p.

While research has unravelled the association between organisational change and being a target of workplace bullying, scholars have still to shed light on the perpetrator perspective of this association. In the current study, we further the literature by investigating the relationship between exposure to organisational change and being a perpetrator of workplace bullying. We introduced perceptions of psychological contract breach as a mechanism that accounts for the process in which exposure to organisational change leads employees to direct bullying behaviours to other members of the organisation. Using threewave longitudinal data from 1994 employees we estimated a between-subjects mediation model controlling for autoregressive effects. Results confirmed our hypothesis that exposure to organisational change at Time 1 was positively related to being a perpetrator of workplace bullying at Time 3 through perceptions of psychological contract breach at Time 2. These findings suggest that organisations should invest in factors that lower employees’ likelihood to perceive psychological contract breach in the aftermath of organisational change because these perceptions may indeed result in the enactment of workplace bullying towards other members of the organisation. ispartof: Work & Stress An International Journal of Work, Health & Organisations vol:33 issue:3 pages:211-230 status: Published online

The current study highlights rumours as an explanation of the reciprocal relationship between perceived organizational change communication and job insecurity. First, we predict that perceiving insufficient organizational change communication may result in rumours, which in turn may shape job insecurity perceptions. Second, we propose that rumours may also mediate the relationship between job insecurity and perceiving insufficient organizational change communication. To test the hypotheses, a multilevel approach was used, in which three measurements were nested within 1994 employees. This enabled us to probe within-person processes, while controlling for possible between-person variation. The results demonstrated a negative reciprocal relationship between perceived organizational change communication and job insecurity. Additionally, rumours mediated both the negative relationship between perceived organizational change communication and subsequent job insecurity, and the negative relationship between job...

Recently, there have been repeated calls in the affect literature to acknowledge the dynamic nature of affective experiences. In order to understand how daily fluctuations of affect impact employee well-being at work, scholars have proposed to focus on several dynamic elements of affect such as self-regulating forces, or the extent to which we experience different emotional states. So far, the dynamic elements of affect have been examined in relation to various well-being outcomes at work such as burnout and work engagement. Whereas this dynamic and integrative approach to affect has sparked novel research, one of the major challenges pertains to the practical use of the dynamic properties of affect in the workplace. In this chapter, we address this issue by focusing on how dynamic properties of affect can be applied in positive psychological interventions with the aim of improving employee well-being at work. First, this chapter focuses on the existing dynamic concepts of affective experiences. Second, the existing literature on affect dynamics and well-being at work, and how the current knowledge can be used when creating positive well-being interventions at work are analysed. Third, the chapter offers practical solutions for organizations and employers wanting to improve employees’ working experience, as well as recommendations that can be directly engaged in by employees. Altogether, by explaining how the current knowledge on dynamics of affect can be used in positive psychological interventions, the present chapter contributes to better understanding of how to improve employees’ well-being at work.