Louise Lemire

An empirical exploration of psychological contract violation and individual behaviour

Purpose – The purpose of the research is to demonstrate the impact of psychological contract infringement (independent variable) on organizational commitment, exit, voice and neglect (dependent variables) within a Canadian federal public organization located in Quebec, where individual (e.g. age), organizational (e.g. stricter rule enforcement) and situational (e.g., employment alternatives) variables are controlled.Design/methodology/approach – A pre‐tested questionnaire (204 questions) on the psychological contract was distributed to 357 Canadian civil servants in a one site federal department. One hundred and thirty‐two questionnaires were returned and considered usable for research, for a 37 per cent response rate. Bivariate analysis was performed on the various determinants and individual responses to psychological contract violation, including organizational commitment, departure designs and counterproductive behaviors.Findings – Results clearly illustrate the great complexity of the link between or...

Managing Career Plateauing in the Quebec Public Sector

Many events in recent decades have made promotion opportunities increasingly scarce, thus significantly changing the career prospects of a large number of individuals. Feelings of career failure can have negative consequences for both individuals and organizations. Based on a survey of 192 managers and professionals in the Quebec public sector, our results indicate that the absence or inadequacy of practices linked to career planning, development, and support, as well as the lack of opportunities to play new roles and participate in work groups, accentuates the perception of career plateauing. In order for working conditions to be conducive to individual development, Quebecs public sector organizations will need to modify management practices related to the career plateau phenomenon.

Generational Conflict and its Impact of Work Behavior and Attitudes

Building commitment and preventing costly turnover are key challenges facing organizations today. This paper examines whether the fulfilled elements of the employment relationship that predict commitment and willingness to change companies vary significantly with age. Using a sample of 270 employees working in retail stores, it was found that in comparison to those under 30, fulfilling the need for a pleasant environment is more strongly related to the commitment of more senior workers. Providing for career advancement opportunities enhances the desire of younger employees to remain with their companies. In contrast, employees aged 45 and over are more willing to remain with the organization when employers provide for adequate resources and support. Providing employability development opportunities enhances commitment and reduces the willingness to quit and neglectful behavior for employees as a whole.