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Über dieses Buch

This book explores the differences between Western and non-Western cultures to provide a more comprehensive understanding of psychological contract and its consequences on employees’ behavioral, attitudinal, and cognitive outcomes. Further, it discusses the culturally-relevant elements of HR practices that affect employee expectations, job satisfaction, commitment, and motivation based on their perceptions of the level of fulfilment of their psychological contract. Integrating both qualitative and quantitative methods, it is the first book to examine the current state of the South Asian workforce and will advance research on industrial relations, employee relationship management, and corporate management of South Asian employees around the world.

Inhaltsverzeichnis

Frontmatter

1. Introduction

Abstract
This chapter introduces the study by stating the background and motivation of the research problem for which the specific objectives and research questions were established. It focuses on the problems of effective Human Resource Management in different contexts. The chapter also discusses the significance of this study, articulating how it can contribute to the knowledge and the establishment of effective human resource (HR) practices in organizations. In addition, it explores the significance of conducting psychological contract research in the non-Western context of South Asia. A brief description of methodologies used for the qualitative and quantitative components are also provided in this chapter.
ABM Abdullah

2. Cultural Context

Abstract
This chapter provides an overview of the cultural context of South Asia, where the research is conducted, and reviews the literature on the impact of cultural context on HR practices and employee psychological contract. The chapter starts with a brief introduction to South Asia. Then, the concept of culture is defined and the most likely cultural dimensions for the people of South Asian societies are discussed using Hofstede’s (1980, 1993) seminal studies. The impact of religion on South Asian culture is also discussed in this chapter. The last two sections of the chapter discuss the literature on the impact of cultural context on HR practices and how employee psychological contracts are affected by cultural contexts.
ABM Abdullah

3. The Mediating Role of Psychological Contract

Abstract
This chapter reviews the literature on salient HR practices, employee psychological contract and employee cognitive and behavioral outcomes to build the theoretical model for the quantitative study. The chapter starts with literature identifying the salient HR practices for this study and presents a review of current literature on six salient HR practices. In the next two sections, employee psychological contract and how HR practices lead to the creation of employee psychological contract are discussed. After that, literature on the mediating role of employee psychological contract, employee–employer relationship in the light of social exchange theory and fulfillment or breach of psychological contract is discussed. Finally, the chapter discusses the relationships between employees’ cognitive and behavioral outcomes, perceived fulfillment or breach of employee psychological contract and employee performance. Based on the reviewed literature, relevant hypotheses are proposed to test those relationships quantitatively. The chapter concludes with a presentation of the research framework.
ABM Abdullah

4. Research Methodology

Abstract
This chapter describes the research design and methodology used in this empirical study. Initially, it explains the rationale behind the selection of the multi-method approach. Then, the following sections discuss the methodology for conducting the qualitative component which includes a description of the specific objectives of the qualitative component, location of the research, brief information about the participating organizations, interview guide used for conducting the semi-structured interviews, research protocol and ethical considerations, qualitative data analysis process and validity and reliability of the data collected. The second half of the chapter discusses the methodology used for conducting the quantitative component and includes discussion on the creation of the survey instrument, validity and reliability of the instrument, the pilot study, ethical considerations, sampling, data screening and finally the data analysis techniques of EFA, CFA and SEM.
ABM Abdullah

5. Qualitative Approach

Abstract
This chapter presents the findings of the qualitative component. These are presented in terms of the culturally relevant elements of HR practices that affect employee expectations and, subsequently, employees’ cognitive and behavioral outcomes of job satisfaction, commitment, motivation and OCB based on their perceptions of the level of fulfillment of their psychological contract. The conducted interviews have found eight culturally congruent elements of HR practices that affect employees’ cognitive ad behavioral outcomes. Each element is defined and illustrated with the help of relevant narratives.
ABM Abdullah

6. Quantitative Approach

Abstract
This chapter presents the data analysis of the survey conducted among the management-level employees of a number of participating South Asian private companies. Descriptive analysis is used to describe the demographic characteristics of the survey participants. Results of the reliability test on individual constructs are reported; then, results of the exploratory factor analysis and confirmatory factor analysis on salient HR practices constructs and employees’ cognitive and behavioral constructs are also reported. Finally, the results of SEM analysis are reported, and proposed hypotheses are tested to ascertain the relationships between salient HR practices, the extent of fulfillment of employee psychological contract, employees’ cognitive and behavioral outcomes: job satisfaction, commitment, motivation and OCB, and employees’ individual performance.
ABM Abdullah

7. General Discussion and Conclusion

Abstract
This chapter provides a discussion of the results and findings of the qualitative and quantitative components of the study. The first section summarizes previous studies and the context that frames the background of the present research. The next section discusses the major contributions of this research to our understanding of employees’ psychological contract in the non-Western context of South Asia and the consequences of fulfillment of psychological contract on their cognitive and behavioral outcomes. Then are presented the findings of the two components of this study, and a discussion of the role of culture in shaping employee expectations. This section includes a discussion on psychological contract among South Asian employees and its implications on managing employment relationships in the organizational context. The next section describes the strengths and limitations of the conducted study and suggests areas for future empirical research. The chapter concludes with a discussion on the practical implications of the current research for the organizations and for employees in the non-Western context.
ABM Abdullah

Backmatter

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