Pan-Pacific Conference XXXIV. Designing New Business Models in Developing Economies

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[8] Kazemkhanlou, H. & Ahadi, H.R. Study of performance measurement practices in supply chain management. http://ieomsociety.org/ieom2014/pdfs/64.pd f2014 [9] Lekutle, O.M. Psychometric evaluation of the UWES and OLBI within the cement industry. Potchefstroom: NWU. (Thesis – MA). 2010 [10] Minton-Eversole, T. Less engagement, less profit, research finds. HR magazine http://www.highbeam.com/doc/1G1- 172516737.html 2007 [11] Mohrman, S.A. , Tenkasi , R.V., Lawler Ill, E.E. & LedfordJr, G.E. 1995. Employee relations, 1995, 17(3), 26-41. [12] Naudé, J. L. P. Occupational stress, coping, burnout and work engagement of emergency workers in Gauteng. Unpublished doctoral thesis, North-West University, Potchefstroom. 2003 [13] Saks, A.M. Antecedents and consequences of employee engagement. Journal of managerial psychology, 2006, 21(6), 600- 619. [14] Schaufeli, W.B. & Bakker, A.B. Defining and measuring work engagement: bringing clarity to the concept. http://www.fss.uu.nl/sop/Schaufeli/326.pdf 2010. [15] Stockley, D. Employee engagement and organizational pride http://derekstockley.com.au/newsletters- 05/038-employee-engagement.html. 2007 [16] Storm, K. & Rothmann, I. A psychometric analysis of the Utrecht Work Engagement Scale in the South African Police Service. South African journal of industrial psychology, 2003, 29, 62-70. [17] Storm, K. & Rothmann, S. The relationship between burnout, personality traits and coping strategies in a corporate pharmaceutical group. South African journal of industrial psychology, 2003, 29(4), 35-42. [18] Sundaray, B.K. Employee engagement: a driver for organizational effectiveness. European journal of business management. 2011 20
Threshold effects of psychological contract breach Chrysler-Fox, Pharny University of Johannesburg South Africa Roodt, Gerhard, +27 79 353 5798 pharnyc@uj.ac.za ABSTRACT There is growing interest in nonlinear modelling of psychological contract breach and outcome variables. This article reports on a partial replication of a previous investigation into thresholds models. A convenience sample (n = 549) responded to global measures of breach, team altruism, violation and turnover intention. Hierarchical and segmented regressions were used to examine thresholds. Threshold models explained more variance compared to monotonic linear models in the outcomes of breach. This finding pave a way for how the psychological contract is to be examined and understood. INTRODUCTION Organizations can no longer ignore the impact of and subsequent responses to the changing global context. Among other, innovation is prime for organizations to create value for customers and to remain sustainable and competitive in a global context. These drivers could result in a review of existing and future mutual promises and obligations between employers and employees. These ‘exchanges’ are central to the employment relationship and the psychological contract, the latter which aids to predict and explain how employees behave in organizations [1]. Psychological contract breach occurs when there is a perception that promises made (thus an expectation has been created) in the social exchange, have not been honored [2]. The effects of breach have mainly been examined in linear models despite arguments for the existence of threshold effects. A threshold “implies that sudden changes in attitudes in relation to perceived breaches to the psychological contract only occur when a certain level of breach has been reached” [1, p. 443]. Breach has been examined with global and itemspecific measures [3] A global approach is not as specific compared to using specific item measures [3], as it assesses subjects’ overall perceptions of how an organization kept to the deal [4]. The global approach, when compared to a composite measure, resulted in larger effect sizes between breach and violation, job satisfaction, organizational commitment and OCB, but not for turnover intention and in-role performance [4]. Therefore, this study aimed to partially replicate Rigotti’s (2009)1 [1] study of threshold models using global measures in a different cultural context. 1 Rigotti, T. Enough is enough? Threshold models for the relationship between psychological contract 21 OVERVIEW OF THE LITERATURE Two theories have been advanced in support of thresholds in social exchange relationships [1]. In line with the referent cognitions theory [5], [6], a “threshold would be reached when actions from others fall outside of the realm of expectations” [1, p. 444]. Based on equity theory [7], a threshold is exceeded when “the equation own contributions in relation to own outcomes results in a higher value than the equation others’ contributions in relation to their outcomes” [1, p. 444]. Evaluative processes precede perceptions of breach (e.g., [8], [9]). Social exchange theory, which underpin the psychological contract, have been proposed in the context of gradual changes, resulting in “zones of acceptance” [2, p. 148]. This notion has been extended into a distinction between a band of acceptance and a band of tolerance [10]. National culture has been explained to influence tolerance; a high tolerance level of uncertainty is regarded as “something that an individual will try to keep” [11, p. 158], [12]. Collectivistic societies have a higher tolerance when contract violation is perceived, and will respond more intensely beyond the threshold [13], [14]. This study examined the threshold effects of breach on work behavior (team altruism), work attitude (turnover intention) and affective reaction (violation) variables. Team altruism refers to “team members’ interdependent, voluntary actions benefiting others (e.g., fellow team members, their own team as a whole, those outside the team) that involve self-sacrifice and are not mandated by central authorities (e.g., team leaders, managers) or formal sanctions” [15, p. 541]. Team altruism can be understood in the context of Organizational Citizenship Behaviour (OCB). A lack of discretionary actions benefiting others (as in teams) may negatively affect, “a tangible impact” [4, p. 652], the social relationships between colleagues. This may create a negative spiral: employees expects positive relationships between colleagues from the employer [16], [17]. However, a deteriorating relationship due to a lack of social engagement may result in a perception of breach, where the employee will be “less likely to engage in OCB [altruistic behaviors] [4, p. 652]”. breach and job-related attitudes. European Journal of Work and Organizational Psychology, 2009, 18(4), 442–463.
Page 3: PAN-PACIFIC CONFERENCE XXXIV Design
Page 6 and 7: 2017 PAN-PACIFIC PROGRAM COMMITTEE
Page 8 and 9: The Pan-Pacific Business Associatio
Page 10 and 11: TUESDAY, MAY 30, 2017 13:30 - 15:00
Page 12 and 13: WEDNESDAY, MAY 31, 2017 13:30 - 15:
Page 14 and 15: The Adverse Effect of Psychological
Page 16 and 17: Sake Branding Strategy: Securing Ne
Page 18 and 19: The Failure of Transport Megaprojec
Page 20 and 21: WP12 International Finance Alpamayo
Page 22 and 23: INDEX Anderson, John WA12 Iluz, Mic
Page 24 and 25: xx
Page 27 and 28: Women Entrepreneurs and Family Firm
Page 29 and 30: catering for the local market. In o
Page 31 and 32: three groups with performance´ dif
Page 33 and 34: Cross-Disciplinary Education: Not B
Page 35 and 36: Attitudes Towards Servant Leadershi
Page 37 and 38: [6] Liden, R.C., Wayne, S.J., Zhao,
Page 39 and 40: (SD = 7.77), and work experience 12
Page 41 and 42: A representative emotion inventory
Page 43 and 44: emergence of a paradigm. In I. J. G
Page 45: OBJECTIVE The primary objective of
Page 49 and 50: eported in Table 4. Partial F-tests
Page 51 and 52: The adverse effect of psychological
Page 53 and 54: pp. 283-289, 2011. [6] T. Vantilbor
Page 55 and 56: the scales are reported in brackets
Page 57 and 58: The Key Characteristics of Necessit
Page 59 and 60: At a glance, there appears to be so
Page 61 and 62: Job Calling, Work Identity and Job
Page 63 and 64: jobs to achieve set milestones that
Page 65 and 66: competency model is well founded on
Page 67 and 68: I-deal, I-craft, I-perform: A theor
Page 69 and 70: changes that affects their roles (G
Page 71 and 72: mechanisms.There were three overarc
Page 73 and 74: Table 1. Efficiency Results. DMU DE
Page 75 and 76: Not by Bread Alone: Estimating Futu
Page 77 and 78: squeeze more potatoes for direct hu
Page 79 and 80: well explains glocal with a holisti
Page 81 and 82: motor-vehicle industry in the Johan
Page 83 and 84: The Collaboration with Infrastructu
Page 85 and 86: Table1.Koshino Shu Kura (Jyoetsumyo
Page 87 and 88: product: its focus is on the needs
Page 89 and 90: The Rise of Populism in the West an
Page 91 and 92: It is important to note that althou
Page 93 and 94: 1.3 1.2 1.1 1 0.9 0.8 0.7 0.6 Commu
Page 95 and 96: 0.85 customs, the reduction in time
Page 97 and 98:
Table 1. Confirmatory Factor Analys
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Uncovering the Beauty of the Capita
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the largest number of research stud
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An Exploratory Study regarding Mode
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According to the results of hierarc
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Standard Sake has been circulated b
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Can Ethics Be Used as a Tool of Inf
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85
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Defensive reactions as potential re
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Data gathering methods Data (in thi
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utility by comparing with the exist
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Virginia Tech - most calculations f
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Aggression and bullying attributes
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implications for both the individua
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The Role of Factory Facilities on S
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[44]. The following hypotheses are
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Delhi’s garment sector. In Toward
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A Manager’s personal value system
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commenting that good staff would le
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Law, Ethics and Business -How compa
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But to accept as quote, not reprodu
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integrity. In identifying the posit
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Consumer Awareness of Supply Chain
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Applications of Supplier Governance
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oth relational governance mechanism
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changing environment will disrupt g
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The Seven Efforts of Toyooka City:
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Study Related to Factors causing Fo
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- More people tend to choose privat
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students wishing to go to Italy. Ho
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investigating a multitude of design
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The failure of transport megaprojec
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C. Gautrain Gautrain is a high spee
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Delivering the required supply chai
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TABLE 1: Ranking of sills requireme
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[16] Taylor, M. B., 2016. A strateg
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divested fifty-nine percent of its
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Information Technology Project Fail
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Factors of IT project failure One o
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TFIDF w, a = TF w, a * IDF w (1) ID
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A Big Data Processing of Anxiety an
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Anxiety Index is defined as the rat
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serious problems due to pet fires,
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Deployment of Japanese Companies to
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stable politics and society situati
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APEC 61 437 615 21 634 2.8 World 11
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esults in higher levels of adaptati
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Web 2.0 tools for Virtual Reference
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Yes % 12.5% 14.8% 31.5% 33.2% 60.5%
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(Brundage, 2015), reminding one of
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CONCLUSION The review fostered a br
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significant causes of information o
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Circulation Type Farm Waste Managem
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IV. FUTURE CHALLENGES AND ANTIMICRO
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webpages, the Scopus database, Webo
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Supply Chain Materials Flow and the
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more speed, greatly exceeding the p
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To identify the external and intern
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Equality platforms. Also equity ref
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The Strategic Process in Large Ecua
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CONCLUSION AND DISCUSSION The resul
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12/10 12/11 12/12 13/01 13/02 13/03
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Business and Social Initiatives in
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case No. SKS-069. Boston: Harvard B
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Purchase intention Purchase intenti
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Signing the Annual Report of the Sw
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waste. A person without any powers
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2. DEVELOPMENT OF HYPOTHESIS Existi
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Perceptions of financial institutio
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Table1: Perceptions in business eti
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Roles of Regional Absorptive Capaci
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theoretically and intuitively sound
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still intriguing, (Carrington, 2013
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The effectiveness of strategic mana
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improved planning and a reduction i
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elatively stable collection of soci
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Measuring human capital disclosure
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DISCUSSION Managerial implications
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emain in the organization as they m
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Mega transport and logistics infras
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B.‘The Boston Big Dig’ - U.S.A.
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1 if St k ( k 1,2) Skt 0 otherwi
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India’s Technology Initiatives: I
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engine, sanitation, health and work
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Enterprise Finance, Agency), Develo
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Saharan African countries [8]. It i
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Systemic exclusion - barrier to eff
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ecause they focus on managing the r
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II. LITERATURE REVIEW The role of l
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60 50 40 30 20 10 0 Graph 3: Locati
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[25] Blok, M.M., Groenesteijn, L.,
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conducted in ways that diminishes t
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the supply chain. Second, suppliers
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In addition, firms’ responses to
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Limitations of the Theory of Planne
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[6] Barney, J. Firm resources and s
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Pan-Pacific Conference XXXIV. Designing New Business Models in Developing Economies

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