Deborah L. Kidder

Fitting Square Pegs into Round Holes: Mapping the Domain of Contingent Work Arrangements onto the Psychological Contract

In this paper, we have endeavored to integrate the literature on psychological contracts with the literature on contingent work arrangements. After reviewing previous work on contingent employment, we illustrate how the dimensions of psychological contracts (stability, scope, tangibility, focus, time frame, particularism, multiple agency and volition) are more useful in highlighting differences and similarities among alternative employment arrangements in a meaningful and parsimonious manner. In doing so, we have sought to avoid the limitations of a typology or categorization of employment arrangements that has, thus far, yielded inconsistent and contradictory research results. In addition, we argue that the dimensions of psychological contracts, rather than the content of contracts, is more generalizable across type of work arrangement, as well as across different types of jobs and across national boundaries.

The Influence of Gender on the Performance of Organizational Citizenship Behaviors

This paper examines the relationship between gender and reports of organizational citizenship behaviors (OCBs). Drawing on gender role theory, I examine the effects of employee gender (male/female), gender orientation (masculine/feminine) and gender-dominated occupational choice (nurse/engineer) on OCBs. I hypothesize relationships between gender and the performance of gender-congruent OCBs, i.e., female-typed altruism and male-typed civic virtue. The results demonstrate significant differences in line with traditional gender roles. Implications are discussed.

The Perceived Glass Ceiling and Justice Perceptions: An Investigation of Hispanic Law Associates

This study examined the relationship between the perceived glass ceiling, perceptions of promotion fairness, and attitudinal outcomes for a sample of Hispanic lawyers. The results showed that gender and perceptions of ethnic discrimination were positively related to perceptions of a glass ceiling, whereas the proportion of Hispanic law associates in the organization was negatively related to a perceived glass ceiling. The perceived glass ceiling was negatively related to perceptions of promotion fairness, which in turn were positively related to perceived career prospects and negatively related to intentions to leave. Overall, perceived glass ceiling had a substantial impact on turnover intentions. Implications are discussed.

Restorative justice: not “rights”, but the right way to heal relationships at work

Purpose – The purpose of this paper is to explore the concept of restorative justice as a tool for rebuilding trust and repairing damaged relationships in the workplace.Design/methodology/approach – The literature on restorative justice, found predominantly in the criminology field, is reviewed, and the origins and tenets of restorative justice are explained.Findings – Research suggests that the goals of restorative justice are to repair the harm after a damaging incident, to repair the damaged relationship between the two parties in conflict, and restore the offender back to the community.Originality/value – Restorative justice promises to address the issue of repairing damaged relationships at work, a critical problem in organizations that has yet to be thoroughly addressed in the management literature.

Can excess bring success? CEO compensation and the psychological contract

Abstract Strategic human resource management involves creating and maintaining employee skills as well as encouraging employees to perform at their maximum. Both require developing the appropriate psychological contract between the organization and the employee [Human Resource Management Review 8 (1998) 265]. This is no less true for the chief executive officer (CEO), who plays a major role in creating organizational culture. Trust is a critical component in the success of HR activities [Research Management Review 7 (1997) 389], yet the HR literature is relatively silent about how to encourage CEOs to perform trust-generating behaviors. Research on psychological contracts suggests that in order to encourage trust-based behavior, it is necessary to foster a relational psychological contract with employees [Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior (pp. 1–43). Greenwich, CT: JAI Press]. However, the generally recommended CEO compensation practice (pay-for-performance) often risks violating the CEOs relational psychological contract. Conversely, the practice of providing golden parachutes (much criticized in the press) helps uphold the CEOs relational psychological contract. Implications are discussed.

Hispanic Law Students' Perceptions of Discrimination, Justice, and Career Prospects

In this study,ethnic and gender discrimination perceived by minority students was investigated in a sample of 118 Hispanic law school students. Despite governmental efforts at promoting affirmative action practices,perceived discrimination can act as a barrier in the legal profession that keeps minority and female attorneys from advancing in the profession. Results were consistent with the hypotheses,suggesting that (a) female students anticipated more discrimination in the legal profession than male students; (b) the higher the perceived discrimination,the less fair the students perceived the promotion process in their future law firm will be; and (c) the lower the perceived fairness of the promotion process,the lower the satisfaction with their chosen career (the law profession) and the lower the respondents’ perceived career prospects. Practical implications and avenues for future research are discussed.

What about negotiator styles

Purpose – The purpose of this paper is to review research on styles of negotiating and distinguish them from conflict styles and individual difference measures studied in negotiation contexts.Design/methodology/approach – The literature on negotiating styles is reviewed, a model is presented that synthesizes previous research, and suggestions for future research are presented.Findings – Previous research has predominantly considered leadership styles in terms of the five conflict‐handling styles (collaborating, competing, compromising, accommodating, and avoiding) from the Dual Concerns Model. While this focus has been useful, the paper also points out that other measures exist that may be more useful for understanding negotiating styles, although they have yet to be validated.Originality/value – Negotiating styles, as distinct patterns of behavior, are critical for understanding effective negotiations as well as being able to train students in negotiation skills.

A conservation of resources study of standard and contingent employees

Purpose The purpose of this paper is to examine the differential effects of workplace stress and the use of social support by contingent vs standard employees. Design/methodology/approach Conservation of resources (COR) theory is used to frame research questions. Using content analysis of 40 interviews from individuals in the hospitality industry, differences between the levels of stress reported by contingent and standard employees as well as differences in their use of social support networks to offset stress is examined. Findings Contingent employees report experiencing more stress than do standard employees in the same profession. Furthermore, contingent employees seek out more social support than do standard employees. There was no difference between the two groups with respect to the desire for social support from three sources: vertical, horizontal, and customer groups. Originality/value This study extends the literature on contingent workers, the literature on how different types of employees deal with stress, as well as adding to the COR literature by showing that contingent employees experience and assuage their stress differently than do standard employees.

Preparing engineering students for the global sourcing environment

Rapid changes in modern product development and realization and the move towards globalization are creating gaps in engineering education systems around the world. The global economy has changed the way that engineering firms design, develop, and produce their products. The new global business realities mandate that all firms should evaluate many options available worldwide, not just locally. The current trends are only likely to continue as the world economy becomes more competitive, interdependent, and characterized by global relationships among supply chain partners. This paper presents a plan for preparing engineering students for the new global sourcing environments and product realization processes.

Actions Speak Louder Than Words: Outsiders’ Perceptions Of Diversity Mixed Messages

To attract a gender diverse workforce many employers use diversity statements to publicly signal that they value gender diversity. However, this often represents a misalignment be-tween words and a...