Search results

The purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model.

Using a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences.

The results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices.

In addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.

The purpose of this paper is twofold. First, most of the previous studies have primarily studied the cognitive dissonance outcomes of a single organization’s employees and have used a quantitative approach to study cognitive dissonance. This study attempts to improve this shortcoming and explores the cognitive dissonance in employees of different workplaces. Furthermore, multiple previous related studies focused on a specific stage rather than the whole process of cognitive dissonance. Current study tends to explain the process by systematically postulating the antecedents and conflicts faced by employees that cause cognitive dissonance and effect their personal and professional lives.

Semi-structured interviews were used to collect data from two samples, i.e. France and Pakistan. A total of 30 interviews were performed to collect data about employees’ work environments and dissonant situations. Gioia’s methodology of two-order thematic analyses was used, and multiple themes were produced that were embedded in the context of cognitive dissonance.

The qualitative study revealed that the employees exposed to cognitive dissonance suffered in both professional and individual lives in different manners (physically and mentally).

This study contributes significantly to cognitive dissonance theory by highlighting the powerful urge for dissonance reduction during dissonant experiences. It also emphasizes the detrimental influence of work contextual factors, such as unfairness and injustice on employee positivity. This study suggests that researching dissonance reduction strategies can be a valuable resource for effective organizational interventions. By promoting a workplace where employees, stakeholders and organizational agents can cooperate and communicate effectively in decision-making processes.

In the current paper, the authors considered improving the cognitive dissonance theory, primarily conceptual inadequacies and its connection with work ethics. As a better comprehension of the methodological perspectives is imperative to future hypothetical advancement, the authors proposed some approaches to address these deficiencies.

The purpose of this paper is to explore the relationship between different categories of person–environment (P–E) fit and two types of retirement intentions (i.e. full retirement and bridge employment).

Data were collected from a convenience sample of 357 executives aged 50 and over, employed in French private sector companies. Hypotheses were tested using structural equation modeling.

Perceptions of value congruence at vocational level and needs and supplies fit at organizational and job levels were positively related to the intention to hold bridge employment after retirement. The fit between older worker’s abilities and job demands was positively related to the two types of retirement intentions.

The complexity of retirement transition is taken into account with the introduction of two types of retirement intentions. P–E fit is shown to be an antecedent of career intentions after retirement.