The Role of Psychological Contracts within Internal Service Networks

The present German media structures are subject to a fundamental process of self-transformation due to technological as well as societal dynamics. This is especially the case for public service broadcasting. In the post-war era, the public service networks were one of the central intermediary institutions of organized pluralism, serving both the state and society at large. It is not only the growing competition between public and private broadcasters that has led to dramatic changes to the role of public sector broadcasters. The public sector is also being challenged by the rise of the entertainment economy and a shift in focus from public to private affairs. This paper describes the hitherto established role of public service broadcasting and its present crisis. The paper then proposes a proactive legal and political regulatory strategy, which might help find a new role for public broadcasters in a much more fragmented society. The proposed strategy follows the paradigm of proceduralization, which is also prevailing in many other parts of the institutional structures of postmodern society.

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Examining team performance: the role of psychological contracts and engagement among co-workers

Evidence-based HRM a Global Forum for Empirical Scholarship ◽

10.1108/ebhrm-03-2020-0029 ◽

2020 ◽

Vol 8 (3) ◽

pp. 327-343

Author(s):

Frits Schreuder ◽

René Schalk ◽

Sasa Batistič

Keyword(s):

Team Performance ◽

Psychological Contract ◽

Work Teams ◽

Psychological Contracts ◽

Working Environment ◽

Work Team ◽

Role Performance ◽

Content Type ◽

Team Members

PurposeThe aim of this study was to investigate the role of shared psychological contract beliefs between colleagues in a work team, in team in-role performance and extra-role behaviours.Design/methodology/approachEmployees and team managers of 113 work teams answered questions about their working environment and relationships with experiences and perceptions. The data were used in CFA and structural modelling.FindingsThe results indicated that evaluations of co-worker psychological contracts in work teams are significantly associated with team in-role performance and extra-role behaviours through work engagement.Practical implicationsEmployees with perceived contract fulfilment not only contribute more to their team but also change their expectations of what a team should offer. Managers should be informed that these new and enhanced expectations have repercussions for existing HRM practices.Originality/valueLaulié and Tekleab (2016) have suggested that perceptions of psychological contract fulfilment shared by team members may act as a motivational driver for team performance, team attitudes and behaviours. This study is one of the first applications of this proposition in a mediation model and empirically tested for non-hierarchical co-worker relationships.

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Informal Accountability in Children’s Service Networks: The Role of Frontline Workers

Human Services Organizations Management Leadership & Governance ◽

10.1080/23303131.2019.1637804 ◽

2019 ◽

Vol 43 (3) ◽

pp. 188-204 ◽

Cited By ~ 3

Author(s):

Kelly LeRoux ◽

Jaclyn Piatak ◽

Barbara Romzek ◽

Jocelyn Johnston

Keyword(s):

Service Networks ◽

Frontline Workers ◽

Informal Accountability

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Leaders' trait signaling effect on followers' psychological contract dynamics

Personnel Review ◽

10.1108/pr-09-2019-0472 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Erum Ishaq ◽

Usman Raja ◽

Dave Bouckenooghe ◽

Sajid Bashir

Keyword(s):

Psychological Contract ◽

Power Distance ◽

Psychological Contracts ◽

Multiple Sources ◽

Contract Breach ◽

Content Type ◽

Power Distance Orientation ◽

Path Analyses ◽

Contract Type

PurposeUsing signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach.Design/methodology/approachData were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses.FindingsThe leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers' formation of transactional contracts. Similarly, agreeableness, neuroticism and conscientiousness had significant relationships with perceived breach. Finally, the power distance of the followers aggregated at a group level moderated the personality-contract type and personality-perceived breach relationships.Research limitations/implicationsThis research advances understanding of psychological contracts in organizations. More specifically, it shows that the personality of leader would have profound impact on the type of contract their employees form and the likelihood that would perceive the breach of contract.Originality/valueThis research extends existing personality-psychological contract literature by examining the role of leaders' personalities in signaling to employees the type of contract that is formed and the perception of its breach. The role of power distance organizational culture as a signaling environment is also considered.

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