Mediating role of psychological contract fulfilment between HR practices and attitudinal outcomes : a conceptual model
Date
2013
Authors
Abdullah, A.B.M.
Boyle, S.J.
Reaiche, A.C.H.
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Conference paper
Citation
Proceedings of the 10th AAM International Conference 2013, 2013, pp.231-243
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10th Asian Academy of Management International Conference 2013 - management issues in human resource (AAMC2013-MHR) (23 Aug 2013 - 25 Aug 2013 : Penang, Malaysia)
Abstract
Employee psychological contract has emerged as an important element of the human resource management (HRM) practices and plays a significant role in shaping employees' behavioural and cognitive outcomes and performance in the workplace (Chi & Chien, 2007). This paper has discussed the concept and importance of mediating role of employee psychological contract in managing human resources more effectively based on the prior studies. The literature review has found significant relationship between breach of the psychological contract and employees' attitudinal outcomes. The findings from few previous studies also indicate that employee psychological contract fulfilment most likely to affect employees' attitudinal outcomes positively. Subsequently, a number of hypotheses are proposed to test the relationships between salient HRM Practices and employees' attitudinal outcomes when mediated by the fulfilment of employee psychological contract.
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