Differential perceptions of employers' inducements: implications for psychological contracts

Article Abstract:

Employee perceptions of inducements offered by their organization were investigated to determine whether there is a correlation between job satisfaction and employee performance. The objective was to examine gaps in perceptions toward inducements and the effect of such gaps, if any, on employee job attitudes and other familiar measures. Empirical results showed that the larger the disparity in perceptions between employees and employers toward inducements the lower the employees' satisfaction with their organization. There were also cases when employees reported greater amounts of inducements than did representatives of their organizations. These findings have significant implications for research on psychological contracts.

Organizational Methods NEC, Employee Benefits NEC, Labor Relations, Psychological aspects, Employers, Beliefs, opinions and attitudes, Organizational change, Employee benefits, Industrial psychology, Employer attitudes, Employee attitudes, Industrial-organizational psychology

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They don't want to be temporaries: similarities between temps and core workers

Article Abstract:

Samples from two firms that employ both temporary workers (temps) and core workers are studied to examine the effect of employment status on the employee-organization relationship. It is found that temps who preferred their status had less socioemotional employment relationship but more economic relationship.

Behavior, Temporary employment, Temporary employees, Report

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Expectations of organizational mobility, workplace social inclusion, and employee job performance

Article Abstract:

The vast knowledge on social capital led to the development of two new concepts: employees' Expectations of Organizational Mobility (EOM) and Workplace Social Inclusion (WSI). Tests found that the higher employees' EOM, lower is their WSI, and this is further related to lower job performance by an employee.

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