Anticipatory Psychological Contract Research Articles

It is not a vacation of leisure: The effect of maternity-leave stigma on fertility intentions in China

In response to the public's puzzle about why maternity leave has unexpectedly failed to improve fertility problem in the Chinese context of a widespread extension of maternity leave, our study concentrates on a prevailing stigmatization phenomenon of maternity leave in the workplace, proposes the construct “maternity-leave stigma”, operationalizes it, and examines its probable detrimental effect on working individuals' fertility intentions drawing on conservation of resources theory, self-verification theory, and research on stigma and psychological contract violation. Conceptually, maternity-leave stigma is a kind of workplace stigma that primarily depicts the extent to which working individuals in the reproductive period view maternity leave or the event of taking maternity leave in a biased way. It mainly consists of four subdimensions called cognitive stigma, emotional stigma, moral stigma, and consequence stigma. Based on multiple analyses of the three-stage questionnaire survey data from working individuals of childbearing age in China, Study 1 (N1 = 296, N2 = 340) acquires a 12-item maternity-leave stigma scale with good reliability and validity and Study 2 (N2 = 340) substantiates that, working individuals' maternity-leave stigma tends to directly and indirectly inhibit their fertility intentions and their anticipatory psychological contract violation from organization is the crucial mediator. Moreover, working women are inclined to display a much stronger inhibiting effect of maternity-leave stigma on fertility intentions compared to working men. Our findings therefore resolve the public's puzzle, enrich workplace stigma, deepen the implementation effectiveness research of maternity leave policy, and are of practical implications for building a fertility-friendly society.

Nexus between Human Talent Attraction and Digital Recruitment: A Signaling Theory Perspective on Anticipatory Psychological Contract

This study aims to examine the role of the degree of digitalization in the recruitment process on human talent attraction by increasing candidates’ intention to engage in and take part in the recruitment process. Using the signaling theory perspective, the study suggests that this relatedness is mediated by organizational attractiveness and the anticipatory psychological contract. The study analyzed data collected from 260 students from both government and private sector universities based in Karachi, Pakistan. The study revealed a positive relationship between the degree of digitalization in the recruitment process and candidates’ intention to apply through digital recruitment techniques as a means of talent attraction. The results are acquired using the Partial Least Square Structural Equation Modelling (PLS-SEM) technique through smart PLS software. The results also illustrated that organizational attractiveness and anticipatory psychological contract mediates the relationship between digitalization in the recruitment process and candidates’ intention to apply. The study can help the management of organizations to foster the parameters so that human talent would get attracted and apply for a job at an organization. Furthermore, since the study is based on a sample collected from Pakistan, it contributes to the literature thread from developing countries.

Employer Branding on the creation of Anticipatory Psychological Contract

The process of the psychological contract (PC) starts before the employee joins the organisation. The brand of the company remains in the mind of candidates who apply for the job. Considering this relation, this research work is carried out to offer a detailed analysis of the position of employer branding (EB) in the formation of anticipatory psychological contracts (APCs) among millennials. The empirical study was carried out with a sample size of 330 respondents who are studying post-graduation management studies; these students are about to join the corporates. The outcomes of this study show that EB significantly impacts the PC. EB has a strong influence on relational expectations as compared to transactional expectations and employee obligations among potential employees. This paper helps recruitment managers to understand the expectations of potential employees and their beliefs towards their employers during the pre-employment phase.

Employer branding on the creation of anticipatory psychological contract

Employer branding on the creation of anticipatory psychological contract

GENERATION Y AND GENERATION Z EMPLOYMENT EXPECTATIONS: A GENERATIONAL COHORT COMPARATIVE STUDY FROM TWO COUNTRIES

Generational differences in work values and workplace expectations have become a widely discussed research and intervention topic in recent years. However, little is known about Generation Z, who are now entering the labour market, and this presents challenges to both researchers and companies. Therefore, the primary purpose of the present study is to extend generation research by examining generational cohort differences in workplace expectations, specifically between Generation Z and the previous closest generation, Generation Y. The study is also intended to add to the limited empirical evidence of the workplace expectations of the most recent Generation Z. The theoretical framework guiding this study includes generational cohort theory and anticipatory psychological contract dimensions: job content, career development, social atmosphere, the fairness of organisational policies and rewards. The study was based on an online questionnaire survey. Data was collected from a sample of 1,000 respondents for the Czech Republic and 600 for the Slovak Republic including Generations Y and Z in the ratio 1:1. The generational differences in the workplace expectations, controlling the effects of gender and country, were investigated using multiple linear regression. The overall findings of the study indicate that both generations are more similar than different regarding their future employment expectations. We also find that those preferences may be more heterogeneous within a homogeneous group than across generational cohorts. The findings specifically indicate that some characteristics, such as geographical environment, professional experience and gender may shape employment expectations more than generational difference. The study suggests that companies also need to appreciate heterogeneity within a homogeneous generational group instead of treating current or prospective potential employees simply as members of one generation. The directions of future research, as well as the limitations of the study, are discussed.

Millennial job seekers' expectations: How do companies respond?

This study explores the expectations that Millennial job seekers have regarding their future employment as the economic situation changes This study also explores to what extent companies in Czech Republic respond to these expectations The theoretical framework guiding this study is the anticipatory psychological contract (APC) A mixed-method research design is employed using the Delphi method to investigate the expectations of final-year business university students and a content analysis of companies' profiles The research was conducted in Czech Republic in the academic year 2018/2019 The results indicate that business students give the highest importance to the factors such as career development, financial reward and work-life balance when searching for an employer Furthermore, the findings show that companies only partially respond to student expectations and meet them insufficiently, as indicated by their company profiles The study contributes to the literature on anticipatory psychological contracts by using APC dimensions as a relevant framework to assess the fulfilment of Millennials' workplace expectations Moreover, the study provides useful information for companies, HR managers, and recruitment specialists to design and implement effective recruiting strategies

Entitlement Disconnect: Exploring Management Graduates’ Mental Schema in Their Anticipatory Psychological Contract

In this paper, we expanded on the psychological contract theory by exploring the mental schemas of graduates’ anticipatory psychological contract before they start employment. With this research, we aimed to explore and substantiate themes associated with the mental schemas of graduates, so that the psychological contract formation theory can be expanded by investigating the role of entitlement disconnect and its influence on the anticipatory psychological contract. Literature regarding the formulation of the psychological contract is still underdeveloped, especially regarding the anticipatory phase thereof. Entitlement disconnect has also not been focused on in past literature, especially as a component of the anticipatory psychological contract that can have an impact on graduates’ career schema and voluntary turnover intention. A qualitative approach to research was adopted consisting of interviews with 18 final-year economics and management sciences graduate students in the final phase of their degrees to derive themes associated with the mental schemas of graduates’ anticipatory psychological contract. The findings suggest that graduates already have a developed mental schema that was based on their entitlement. It was also confirmed that graduates had a disposition towards voluntary turnover intuition before organisational entry, which was due to an entitlement disconnect perception. The final and most surprising finding was that some graduates already displayed pre-employment violations, where graduates already anticipated psychological contract breach before entering an employment relationship. This research suggests that graduates’ mental schemas in their anticipatory psychological contract play a much bigger role in the development of their psychological contract, after organisational entry than what was initially thought.

Entitlement Disconnect: Exploring Management Graduates’ Mental Schema in Their Anticipatory Psychological Contract

In this paper, we expanded on the psychological contract theory by exploring the mental schemas of graduates’ anticipatory psychological contract before they start employment. With this research, we aimed to explore and substantiate themes associated with the mental schemas of graduates, so that the psychological contract formation theory can be expanded by investigating the role of entitlement disconnect and its influence on the anticipatory psychological contract. Literature regarding the formulation of the psychological contract is still underdeveloped, especially regarding the anticipatory phase thereof. Entitlement disconnect has also not been focused on in past literature, especially as a component of the anticipatory psychological contract that can have an impact on graduates’ career schema and voluntary turnover intention. A qualitative approach to research was adopted consisting of interviews with 18 final-year economics and management sciences graduate students in the final phase of their degrees to derive themes associated with the mental schemas of graduates’ anticipatory psychological contract. The findings suggest that graduates already have a developed mental schema that was based on their entitlement. It was also confirmed that graduates had a disposition towards voluntary turnover intuition before organisational entry, which was due to an entitlement disconnect perception. The final and most surprising finding was that some graduates already displayed pre-employment violations, where graduates already anticipated psychological contract breach before entering an employment relationship. This research suggests that graduates’ mental schemas in their anticipatory psychological contract play a much bigger role in the development of their psychological contract, after organisational entry than what was initially thought.

The anticipatory psychological contract among university students: How to balance between obligations and inducements?

The anticipatory psychological contract among university students: How to balance between obligations and inducements?

The anticipatory psychological contract of management graduates: Validating a psychological contract expectations questionnaire

Background: It was proposed that if we assess an individual’s mental schema, it may facilitate a better understanding of the psychological contract formation process. This will add a theoretical contribution to the anticipatory psychological contract research, as it will enhance our understanding of the specific terms of the psychological contract, which are only present during the organisation entry phase.Aim: We aimed at developing and validating an instrument to measure the psychological contract expectation of university graduate labour market entrees. This information could enhance our knowledge of both the anticipatory psychological contract and psychological contract development.Setting: The research was conducted on third-year students from two different campuses of a South African university. The sample consisted of a total of 316 participants.Methods: We used an exploratory quantitative research approach to measure prospective employees’ anticipatory psychological contract. The newly developed Psychological Contract Expectations Questionnaire (PCEQ) was administered and analysed.Results: Results indicated that some of the instruments within the PCEQ are reliable and valid to measure the anticipatory psychological contract of graduates. The descriptive statistics and correlation coefficient results clearly enhanced our understanding of how the anticipatory psychological contract works.Conclusion: Our research contributes to anticipatory psychological contract research by introducing the PCEQ questionnaire to effectively measure the anticipatory obligations, anticipatory expectations, entitlement and anticipatory state of the psychological contract of prospective employees’ mental schema.

Does anticipatory psychological contract impact intent to join in Indian IT sector

The purpose for this paper is to determine the impact of anticipatory psychological contract (APC) on final intent of the candidate to join an organisation. A structured questionnaire has been developed by adopting the statements from the previous studies conducted in western context on APC and ITJ which has been used as an instrument to collect data from final year students of B.Tech and MCA studying in Central, State and Deemed Universities of Delhi. Exploratory and confirmatory factor analysis (CFA) was applied on APC followed by structured equation modelling to analyse the impact of each aspect of APC on ITJ. The three dimensions of APC were explored and confirmed as relational aspect, career aspect and transactional aspect. Career aspect and transactional aspect were found to be significant contributor to ITJ whereas relational aspect was found to be insignificant in the tested relationship.

Does anticipatory psychological contract impact intent to join in Indian IT sector

Does anticipatory psychological contract impact intent to join in Indian IT sector

Attracting millennial talent: a signal theory perspective

PurposeOn the basis of an exploratory research, the purpose of this paper is to identify the criteria used by new entrants to the workforce (specifically premium millennial talent) while making job choices.Design/methodology/approachUsing signal theory, the study attempts to explore what drives prospective millennial candidates to apply to a particular job role by identifying the components that form the initial anticipatory psychological contract (iAPC) of millennial talent from a tier-1 technological school in India and the factors that drive their job application intent. It is an exploratory study which uses survey data from 335 respondents.FindingsThe study identifies the critical components of the iAPC of this set of talent. It highlights the transactional approach of this cohort to evaluate prospective job roles.Research limitations/implicationsThis research is based on an exploratory study which was carried out in a single school in India and may be used as a concept for designing and implementing more generalized studies using standardized tools of measurement in the future. The study highlights the fact that this cohort attends to the transactional components of the signals sent out by recruiters to a larger extent than to other kinds of signals which may be communicated by employers. HR communication strategies for connecting with this set may emphasize the unique employment proposition to potential recruits using the findings from this study to better engage with this cohort.Practical implicationsThe current research gives indications on the components of the iAPC for this cohort and would help HR form appropriate strategies to attract this set of talent.Originality/valueThis research takes a fresh line of reasoning to explain what parameters would drive fresher millennial talent to apply for a job at an organization. It views the group through a generational theory paradigm and signaling theory forms the backdrop for this study. Further, since the study is based on an Indian sample, it contributes to literature from a non-western context.

Untapped Relationship between Employer Branding, Anticipatory Psychological Contract and Intent to Join

In the ever-changing business environment and fluctuating expectations of current generation from its employer, employer branding has become an important tool for organizations to establish themselves as the employer of choice amongst prospective employees. It is serving as the strategic tool for all the sectors to attract and retain the right pool of employees to gain strategic advantage and edge over competitors. The purpose of this article is to identify the dimensions of employer branding and its impact on the formation of anticipatory psychological contract (APC) and final intent of a candidate to join an organization. Using the qualitative data collected through semi-structured interviews from final year students of MCA and B.Tech., it provides an insight into how various dimensions of employer branding lead to the formation of APC and generates the final intent among the candidates to join an organization. It comprehensively analyzes the relationship between all three constructs, employer branding, APC and a candidate’s intent to join an organization in the form of a conceptual framework. The result reflects the direct relationship between employer branding and a candidate’s intent to join an organization and indirect relationship with APC as a mediator between the two. It also demonstrates the direct relationship between employer branding and APC. Managerial implications of the study are also discussed.

Small but attractive: Dimensions of new venture employer attractiveness and the moderating role of applicants' entrepreneurial behaviors

Operating under high levels of uncertainty and limited public recognition, one of the most significant challenges for new ventures is attracting qualified employees. Building on the concept of legitimate distinctiveness, our study investigates how recruitment-related heterogeneous and homogeneous entrepreneurial identity claims influence applicants' judgments of new ventures' employer attractiveness. We combine anticipatory psychological contract theory and legitimacy theory to build theory about the way applicants evaluate new venture employer attractiveness. Using a metric conjoint experiment, we study 9,824 employer attractiveness judgments made by 307 job seekers. Our multi-level approach also yields cross-level interaction effects of job applicants' innovative behavior, which offer novel insights into which new venture employment dimensions specifically attract entrepreneurially-minded potential employees. We derive implications for new venture recruitment theory and offer practical implications for startup staffing.

Работни вредности и антиципираниот психолошки договор кај студенти во завршна година на студии

Работни вредности и антиципираниот психолошки договор кај студенти во завршна година на студии

The Role of Optimism-pessimism in Anticipatory Psychological Contract Formation

The purpose of this paper was to examine the role of optimism and pessimism as individual characteristics in anticipatory psychological contract formation. Participants were 181 final year university students (psychology and medicine) from Macedonia and Serbia without formal work expirience. Two questionnaires were administered during their regular classes to assess APC and optimism-pessimism. Hierarchical linear regression was used for data analysis. Results demonstrated that participants’ country as a control variable significantly predicted beliefs about relational employee contributions and beliefs about relational and transactional employer inducements. Optimism significantly predicted beliefs about relational employer inducements. Pessimism was significant predictor of beliefs about relational employee contributions and beliefs about relational employer inducements as elements in anticipatory psychological contract (ACP) content. Future studies should be extended among students from different study groups and take into consideration other individual characteristics.

Final Year University Students’ Beliefs about Future Employment Relationships

Psychological contract is important construct to understand continuing changes in employment relationships. In that way, anticipatory psychological contract (APC) presents valuable framework to understand graduate students’ beliefs about future employment relationships. Accordingly, the aim of this study was to examine ACP content, i.e. beliefs about employee contributions and employer inducements in the employment relationship. The sample consisted of 271 final year university students form Macedonia and from Serbia enrolled following study programs: psychology and medicine philology/literature and technology and informatics. Questionnaire with 48 statements was administered to measure ACP content. Two-way ANOVA and loglinear analysis were conducted for data analyzing. It was found that students preparing for various occupations from two countries significantly differ in the expressed beliefs about their contributions in the future employment relationship and in their belief about employer inducements in that relationship. In general, surveyed students reported stronger beliefs about employer inducements than about their contributions at work.

Sense of deservingness: What are the entitlement beliefs of students in their anticipatory psychological contract?

The management revue is a peer-reviewed interdisciplinary European journal publishing both qualitative and quantitative work as well as purely theoretical papers that advance the study of management, organisation and industrial relations.

First Dates and Little White Lies: A Trait Contract Classification Theory of Applicant Faking Behavior

Many theories propose Individual × Situation interactions to explain the presence and magnitude of applicant faking behavior. However, these theories fail to account for the likelihood that faking behavior is expressed in several forms and may be accomplished through different processes. We propose the trait contract classification theory that seeks to refine prior theoretical work in this area by integrating empirical findings regarding traits related to differing forms of deceptive behavior. Following prior faking theories, the trait contract classification theory suggests that these individual traits interact with the situation to produce faking behavior. Our theory, specifically, offers the anticipatory psychological contract to globally capture the situational variance in faking. Analytic strategies are presented that will help researchers better uncover the diversity of faking behaviors.