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Psychological contract theory has largely neglected the role of previous experience. In this study, we examine how previous work experience influences outcomes of communication with organizational insiders during organizational socialization among healthcare staff. We develop a model based on signalling theory, within which information acquisition during socialization is associated with psychological contract fulfilment, which is in turn is related to better health, happiness, and social relationships. Moderated mediation analysis based on data collected at entry and three months later confirms indirect effects between three types of information acquisition and three employee outcomes via the mediating role of psychological contract fulfilment. Importantly, these indirect effects are present only for inexperienced newcomers. Our findings build on signalling theory and add to knowledge about how the psychological contract forms during early socialization. They also suggest that organizations should pay particular attention to inducting inexperienced newcomers. [ABSTRACT FROM AUTHOR]

PurposeMethodology/approachFindingsResearch implicationsPractical implicationsOriginality/value/contributionThis study aims to investigate the underlying psychological mechanism and the boundary conditions of the effects supplier customization (SC) on its performance in supply chain management (SCM).Based upon the contract theory, the study explores how SC influences its performance by revealing mediating role of customer entitlement (CE), and examines the boundary conditions of contractual governance (CG). The dyadic questionnaire survey data of 111 supplier and customer firms in China were used to validate a moderated mediation model.It is found that SC enhances its performance through the increased CE. Furthermore, the above consequential link is moderated by both contractual completeness (CCP) rather than contractual enforcement (CEF). Specifically, CCP negatively moderates the indirect effect of SC on SP through CE. However, CEF negatively moderates the direct effect of SC on CE.This research are really limitations, including its focus on single industry; single-country system; its cross-sectional design; and the oversight of the possible impact of relational governance (RG) on the link between buyers and sellers.Executives should always attach importance to the development of psychological contract (PC), and managers should identify the underlying psychological mechanisms of a customization strategy in B2B and use contractual design and execution with caution.The study extends the literature of the psychological mechanism and more granular characterization of CG, and provides insights for managers to recognize reasonable governance tactics in the context of SCM. [ABSTRACT FROM AUTHOR]

This study provides a comprehensive overview of psychological contract research in the digital age of work, where digitalization has significantly shaped the nature of work and employment arrangements. It examines the employee-employer relationship through the lens of individual beliefs about reciprocal obligations as reflected in psychological contract research. Through a systematic literature review, the study uncovers four distinct mechanisms of work digitalization (Remote/virtual Cooperation, Online Communication, Algorithm-based Coordination, and Digital Capabilities) encapsulated in the ROAD-framework that impacts psychological contracts, thus laying the conceptual groundwork for future research endeavours on psychological contracts in a digital age of work. The findings of the literature review outline the emergence of novel forms of employment arrangements in the digital age of work that extend dyadic psychological contracts to multiple party arrangements. Additionally, the study reveals the dynamic effects of work digitalization on different phases of psychological contracts. As a result, this enriches the dynamic phase model by considering the impacts of work digitalization through various propositions. [ABSTRACT FROM AUTHOR]

Few studies have empirically tested the argument by psychological contract theory regarding 'supervisors as the makers of employees' psychological contracts'. To bridge this gap, this research was conducted on the impact of transformational leadership on relational and transactional psychological contracts, associated the emotional labour coping strategies to develop a research model, and investigated the mediating impacts of relational and transactional psychological contracts to validate the theoretical model. The hypotheses proposed in this study were tested through SEM with AMOS 22.0 software, which was also applied to the data collected from 236 nursing staff in 60 private, nonprofit long-term care institutions in Taiwan. As a result, transformational leadership was proven to have direct and opposite effects on the fulfilment of both relational and transactional psychological contracts. The fulfilment of relational and transactional psychological contracts had direct and opposite effects on deep and surface acting. Following that, the transactional and relational psychological contracts fully and negatively mediated the impacts of transformational leadership and surface acting, while the relational and transactional psychological contracts partially and positively mediated the influences of transformational leadership and deep acting. This study has important managerial implications for human resource management in the long-term care industry and institutions. [ABSTRACT FROM AUTHOR]

Introduction Methods Results Discussion Medical schools have a duty of care to support their students' health and well‐being. Student support studies have tended to focus on outcomes in respect of effectiveness and satisfaction. In contrast, little is known about how student expectations of support may shape their experiences and engagement with support mechanisms, as well as the relationships students have with those offering support (including the institution itself). To address this gap in knowledge, we explore how medical students' expectations of student support systems shape, and are shaped by, institutional rules and processes.We employed a qualitative case study approach using an institutional ethnography informed methodology. Our context was a medical school that provides a well‐advertised, formal institutional support system where students are assigned a personal tutor. Data collection included interviews with medical students (n = 13) plus document analysis (public facing artefacts and internal policies/guidelines related to the support system). We applied the lens of psychological contract theory to guide abductive analysis of interview and text data.Students expected a strong support system to be provided by the medical school and the personal tutors. However, their experiences did not always align with their expectations. Some felt excluded by the system while others regarded the relationship with their personal tutor as more transactional than relational. Where their expectations were unmet, students responded by reducing their engagement with the formal support system and creating their own peer‐support network that supplemented existing formal support.Student expectations matter in shaping their experiences of support systems. Where expectations are unmet, students may disengage and/or find alternatives. This may be easier for some students compared with others. More understanding of the relationship between expectations and engagement with support can inform the development of institutional support structures that meet the needs of all students across time. [ABSTRACT FROM AUTHOR]

Family carers and caregiving have a role in the service system but family carers are often invisible and go unnoticed in society. In this article we are interested in family carers as service producers in health and social care. We analyze family care using the concept of a psychological contract. A psychological contract is an unspoken, unconfirmed and unwritten agreement where an exchange is based on perception rather than what is explicitly written and agreed. A psychological contract shapes family carers’ expectations and obligations, while providing a concept for understanding their work. The data were analyzed via theory-driven content analysis. Research question is: what are the features of a psychological contract in a family carer´s work? Data were collected from Finland in 2015. Ten family carers, aged between 64–78 years, who take care of their spouses were interviewed. A psychological contract involves the normative and mental schema of the carers, which direct what kind of care they feel they should provide as a spouse and carer. The psychological contract also guides what kind of support the carers may be willing to accept. The psychological contract clearly shows that family carers are primarily spouses rather than service providers. The concept of the psychological contract provides a workable frame to describe the relationship between family carers and the service system. This study enables the development of family care support services for the needs of family carers. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Academic Library & Information Science is the property of Anhui University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study investigates the effects of technostress perceived by employees on psychological contract violations and resistance to organizational change, as information and communication technology is applied to various tourism industry work sites. This study's sample consisted of employees working in the Korean tourism industry in June 2023, who were surveyed using snowball sampling. Four hypotheses were proposed. First, technostress is associated with psychological contract violations. Second, psychological contract violations are associated with organizational change resistance. Third, technostress is associated with organizational change resistance. Fourth, psychological contract violations may play a mediating role in the relationship between technostress and organizational change resistance. All hypotheses in this study were adopted. Therefore, organizations and management in the tourism industry should identify and improve the factors that cause employee technostress arising from expanding information and communication technology to provide psychological stability. [ABSTRACT FROM AUTHOR]

The tendency of generation Z, which is the newest group in the workforce, to leave their jobs is significant both globally and in Indonesia. This research aims to reveal the impact of salary satisfaction, psychological empowerment, and relational psychological contract on turnover intention, with work engagement as a mediator. Using a quantitative research design that adopts a cross-sectional approach, data was obtained from 220 generation Z employees. Data analysis was carried out using Partial Least Squares Structural Equation Modeling (PLS-SEM). The research results show that there is a direct influence of psychological empowerment on turnover intention, while the relational psychological contract and salary satisfaction do not have a direct influence. Additionally, work engagement was identified as a mediating factor in the relationship between psychological empowerment, relational psychological contract, pay satisfaction, and turnover intention. [ABSTRACT FROM AUTHOR]

The functioning of the energy sector in Poland has been changing over recent years, influenced by growing concern for the environment. The concept of inclusive leadership can play a key role in the emergence of behavioral changes related to the development of environmental awareness and the initiation of pro-environmental attitudes and behaviors by employees. The guiding objective of this study is to verify a moderated mediation model of the impact of pro-environmental consciousness (PEC) on the mediating role of the fulfillment of the psychological contract for the environment (PCFE) in pro-environmental inclusive leadership (PEIL) and pro-environmental work behavior (PEWB) relationships in the energy industry. By self-completing a survey questionnaire using the computer-assisted web interview (CAWI) method, responses were collected from 649 respondents employed in various energy industry organizations. Structural equation modelling based on maximum likelihood with bootstrap estimation was used to test the hypothesis model. The findings confirm the assumptions of the research model, demonstrating a direct relationship between pro-environmental inclusive leadership and pro-environmental work behavior. Additionally, a mediating condition was found, where the fulfillment of the psychological contract for the environment mediates the relationship between pro-environmental inclusive leadership and pro-environmental work behavior, and pro-environmental consciousness moderates this process. It was found that higher pro-environmental consciousness enhances the indirect effect of pro-environmental inclusive leadership on employees' pro-environmental work behavior through the fulfillment of the psychological contract for the environment. This highlights the importance of the fulfillment of the psychological contract for the environment and a pro-environmental consciousness in the effectiveness of pro-environmental leadership. The analysis indicates that managers who apply a pro-environmental inclusive management style contribute to an increasingly pro-environmental consciousness and the promotion pro-environmental work behavior among employees. Furthermore, the indirect effect of green leadership on employees' green actions, through the fulfillment of a psychological contract for the environment that is moderated by their pro-environmental consciousness, highlights the importance of environmentally conscious leaders in building effective employee–employer relationships. These relationships facilitate the implementation of initiatives that accelerate the pace of change and enhance efforts to build tomorrow's modern energy industry based on low- and zero-carbon energy sources. Additionally, this is one of the first studies in the Polish energy industry to provide insight into the role and importance of green leadership and green behavior in the energy industry. [ABSTRACT FROM AUTHOR]

Amid concerns that high levels of stress among local officials may impede effective governance and economic strategies, this study aims to explore the direct impact of such stress on efforts to enhance regional economic development. Thus, this study conducts interviews with 957 grassroots cadres, the local officials in western China, to examine the influence of their psychological stress on the initiative to promote regional economic development (hereafter shortened to the growth-promoting initiative), which reveals an inverted U-shaped relationship between grassroots cadres' psychological stress and their growth-promoting initiatives. The sense of mission strengthens the relationship between stress and growth-enhancing initiative. Conversely, the psychological contract does not significantly affect this relationship. These findings provide valuable guidance for addressing the psychological stress of Chinese grassroot cadre, refining organizational management, tailoring incentive systems, and ultimately catalyzing regional economic development. [ABSTRACT FROM AUTHOR]

With an emphasis on the mediating role of relational psychological contracts, this study sets out to investigate the structural connection between perceived organizational support (POS), service quality (SERVQ), and customer satisfaction (CS). Using descriptive and inferential statistics, we tested the heuristic model for the relationship using data from 394 clients at selected banks in Nigeria. It was found that both perceived organizational support and service quality significantly affected customer satisfaction, with the former serving as a predictor of the latter. In addition, a positive and statistically significant influence of the relational psychological contract was found in the connection between "POS" and CS, and perceived organizational support and SERVQ. In addition, it was determined that banks must maintain all required standards in gaining customers by continually providing a higher degree of service to keep clients satisfied. The structural nexus between the identified variables stood out as a novel idea with a heuristic model depicted for business practitioners and society's opportunities. [ABSTRACT FROM AUTHOR]

The Peer-to-Peer sector of the sharing economy relies on reputation systems through which consumers and providers review each other. Whereas prior research has examined the effects of reviews by consumers on providers and firms, this research examines, for the first time, a turn of the tables in which consumers are evaluated. Across a pilot and seven studies (five preregistered), using multiple actual behaviors and sharing contexts, results reveal that a negative review of the consumer from the peer provider leads to negative word of mouth (NWOM) about the platform. Drawing from psychological contract theory, the research demonstrates that this effect is mediated by consumers' perceived betrayal by the platform. Two sets of moderators are identified. The first set establishes that a breach of consumers' psychological contract with the platform underlies the effect. In the second set, platform policies that may render a breach more or less consequential can intensify or mitigate consumer reactions. Specifically, making the review private (vs. public) and providing opportunities for justice restoration (response, revenge, and dispute) attenuate the effect of review valence on betrayal and NWOM. Implications for sharing economy platform managers and consumers are discussed. [ABSTRACT FROM AUTHOR]

We address how to ethically evaluate workplace practices when workplace behavioral norms conflict with employees' attitudes toward those norms, which, according to research on psychological contract violations, regularly occurs. Drawing on Scanlonian contractualism, we introduce the intersubjective reflection process (IR process). The IR process ethically evaluates workplace practices according to whether parties to a workplace practice have intersubjectively valid grounds to veto the practice. We present normative and empirical justification for this process and apply the IR process to accounts of workplace moral dilemmas. We end by identifying future directions for research related to the IR process. [ABSTRACT FROM AUTHOR]

Background: The interplay between the delivery of nonstandard services, the management of psychological contracts, and the facilitation of knowledge sharing forms a complex web that underpins employee performance in outsourcing companies. This nexus highlights the need for a strategic approach to human resource management that recognizes the unique challenges and opportunities presented by the outsourcing context. Leaders and managers in outsourcing companies must navigate these dynamics with care. Crafting clear, realistic, and flexible psychological contracts can provide a solid foundation for employee engagement. Simultaneously, fostering a culture that prizes knowledge sharing not only fuels innovation but also enhances the company's capability to deliver nonstandard services effectively. Through such strategies, outsourcing companies can unlock the full potential of their workforce, achieving not only high levels of employee performance but also sustainable competitive advantage in the global market. Objective: This research article is aimed at bridging a critical gap in the current body of knowledge by conducting a comprehensive investigation into the root causes of problems or complaints within outsourcing companies, with a particular focus on how these issues affect employee performance. Despite the recognized importance of employee performance in determining the success of outsourcing endeavors, there remains a significant lack of understanding regarding the specific factors that lead to employee grievances and the subsequent impact on their motivation and productivity. Identifying and understanding these factors is crucial for several reasons. First, it enables outsourcing companies to develop targeted strategies that address the underlying causes of employee dissatisfaction, rather than merely treating its symptoms. Second, by improving employee motivation and productivity, companies can enhance the quality of their services, leading to increased client satisfaction and competitive advantage in the market. Finally, addressing these issues contributes to a more positive organizational culture, which is essential for attracting and retaining top talent in the highly competitive outsourcing industry. Arrangement: This structured arrangement facilitates a logical flow of information, guiding readers through the complexities of the study while highlighting the novel insights it provides into improving employee performance in outsourcing companies through an understanding of nonstandard services, psychological contracts, and knowledge sharing. Method: This study adopts a quantitative research methodology, framed within a correlational design, to scrutinize the interrelations among various factors affecting employee performance in the manufacturing sector. It specifically investigates how psychological contracts (X1) and knowledge sharing (X2), as exogenous variables, relate to employee performance (Z), an endogenous variable. The analysis also considers the mediating role of nonstandard services (Y), examining both direct and indirect effects on employee performance. The objective is to uncover the complex dynamics between these variables and their collective impact on employee outcomes. For participant selection, the study utilizes the proportional random sampling technique, which is particularly effective in populations with relatively uniform characteristics, such as those found within the manufacturing industry a number 299 respondent. This sampling method ensures that the sample accurately reflects the broader population, contributing to the generalizability of the study's findings. From the four variables in this study measured by 30 indicators, the minimum sample size required is determined at 30 × 10 = 300, so the sample size needed is around 300 samples. In this study, the sample size obtained was 299 after an assessment, all eligible to be processed through data testing. This study uses proportional random sampling for participant selection because it is suitable for a relatively homogeneous population. Results: The research findings highlight the critical roles of psychological contracts and knowledge sharing in bolstering organizational effectiveness, employee engagement, and performance. Psychological contracts significantly influence employee behavior, engagement, and knowledge sharing, which are essential for enhancing nonstandard services, service delivery, and fostering a conducive work environment. This environment, in turn, stimulates creativity, innovation, and improved service quality. The strategic management of psychological contracts, aligned with organizational goals, and the implementation of effective knowledge management practices, are vital for promoting a culture of knowledge sharing. Together, these strategies support employee well‐being, facilitate performance improvement, and drive organizational success by prioritizing nonstandard service enhancements. These insights underscore the necessity of integrating strong psychological contracts and knowledge sharing practices into business governance to achieve desired outcomes and organizational effectiveness. Conclusion: Psychological contracts significantly influence employee behavior and organizational outcomes, including both nonstandard services and employee performance. By shaping how employees engage with their work and the organization at large, psychological contracts are pivotal in driving engagement, knowledge sharing behaviors, and, ultimately, organizational effectiveness and performance enhancement. This underscores the critical nature of fostering robust psychological contracts and ensuring they are well‐aligned with organizational objectives to boost employee performance and achieve the desired outcomes. Furthermore, knowledge sharing emerges as a critical factor within organizations, playing a dual role. It not only enhances employee performance by contributing to improved productivity and organizational effectiveness but also plays a pivotal role in enhancing the delivery of nonstandard services. Through the dissemination of knowledge and expertise, organizations can innovate and improve their service offerings, leading to better organizational effectiveness. Moreover, the provision of nonstandard services within organizations is highlighted as a significant contributor to enhancing employee performance. This leads to improved productivity and, by extension, organizational effectiveness. The relationship between nonstandard services and employee performance illustrates the importance of innovative and tailored service solutions in driving organizational success. Contribution: Overall, these findings highlight the intertwined roles of psychological contracts, knowledge sharing, and nonstandard services in shaping employee behavior and improving organizational outcomes. By prioritizing these elements, organizations can foster a culture of engagement, innovation, and high performance, leading to sustained organizational effectiveness and success. The research findings underscore the critical importance of strategic management of psychological contracts in shaping employee behaviors and organizational outcomes. Establishing positive psychological contracts can enhance employee engagement and commitment, ultimately leading to organizational success. Future research endeavors should consider exploring the longitudinal effects of psychological contracts, knowledge sharing practices, and nonstandard services on organizational outcomes. Longitudinal studies offer the opportunity to observe how these factors evolve over time and their enduring impact on organizational effectiveness. [ABSTRACT FROM AUTHOR]

Psychological contracts reside in the eye of the beholder and capture the employee-employer exchange relationship. It is a dynamic relationship as employees deliberately manage and change their psychological contract over time. Triggers seem to be the drivers underpinning this dynamism. Yet little is known about how these triggers operate and affect the psychological contract. To address this, we explore triggers and their impact using a 6-week daily diary study (N = 117). We found a linear chain of positive relationships from initial triggers to connectedness of past triggers, to the experience of negative emotions, to the expected reoccurrence of the initial trigger, ultimately disrupting the psychological contract. The findings revealed the dynamic effect of triggers on the employment relationship, not only by exposing the underlying micro-processes, but also by revealing that the impact of triggers can linger for approximately 11 days before leveling off. These findings suggest that the psychological contract may fluctuate on a daily basis due to the influence of triggers. The theoretical implications for understanding the dynamic nature of the psychological contract are discussed in relation to the disruptive role of triggers. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to apply the affective events theory and psychological contract theory to investigate how job satisfaction and psychological safety mediate the effect of the behavioral integrity of supervisors on the organizational commitment of employees. Design/methodology/approach: A questionnaire survey was conducted using purposive sampling. In total, 500 questionnaire copies were distributed, and 453 responses were collected, of which 441 were valid (valid response rate = 88.2%). Findings: The behavioral integrity of supervisors has a direct negative effect on organizational commitment but significant positive effects on job satisfaction and psychological safety, and job satisfaction and psychological safety have significant positive effects on organizational commitment. Job satisfaction and psychological safety have significant mediating effects on the association between the behavioral integrity of supervisors and the organizational commitment of employees. Practical implications: Leaders and top management should "practice what they preach," integrate honesty into organizational culture through training and establish a code of conduct to ensure that employees uphold their commitments. Companies should establish appropriate disciplinary systems and norms related to work and other aspects of organizational culture; they should also establish fair, just and open assessment systems to minimize the gap between their employees' actual and expected earnings. Originality/value: This study is the first to simultaneously consider the mediating effects of job satisfaction and psychological safety on the association between behavioral integrity and organizational commitment. [ABSTRACT FROM AUTHOR]

This article explores the concept of partnership in public projects and its potential for success. It provides examples of collaboration in construction projects, such as the resolution of a problem during the construction of Heathrow Airport's Terminal 5. The importance of trust, the win-win philosophy, collective risk management, and sharing profits and losses are discussed as key factors in fostering successful partnerships. The article also discusses different types of contracts and the necessary factors for implementing relational contracts. Commitment, stakeholder buy-in, active participation, and the allocation of resources are highlighted as important aspects of project management. The concept of early contractor involvement and joint problem-solving are also explored. The text mentions that governments in the US, Australia, and the UK promote or require a partnership approach to project execution. The benefits of partnership-based relational contracts are discussed, including reduced conflicts and disputes and a focus on creating products rather than legal proceedings. [Extracted from the article]

Although the beneficial role of enterprises in the management of construction and demolition waste (CDW) should not be overlooked, existing relevant studies have neglected to address the specific effects of the behavioral decisions of leaders and employees within enterprises in CDW recycling projects. This study creatively introduces psychological contract theory into the field of CDW management and aims to reveal the mechanism of recycling participation behaviors between leaders and employees in CDW recycling projects. Using the Stackelberg game method, a model consisting of leaders and employees in the construction enterprise was constructed to analyze the optimal decision-making of the enterprise under two cases of whether or not the employees contributed additional effort. The conclusions of this study are as follows: (1) The profits of construction enterprise leaders are always positively correlated with the degree of employee additional effort. Unlike the case of leaders, the effect of additional effort on employee profits hinges on the coefficient of employee additional effort. When the coefficient of employee additional effort is below the threshold, excessive additional effort can negatively impact their own profits. When the additional effort coefficient exceeds the threshold, the employee profits are positively related to the degree of additional effort. (2) Similar to the change in employee profits, the change in the total profit of the construction enterprise with the degree of additional effort is influenced by the additional effort coefficient. However, as the additional effort coefficient increases, the total profit of the enterprise shows a significant increase before employee profits. This study enriches the theoretical study of psychological contracts and provides guidance for decision-making between leaders and employees in the management of CDW recycling projects. [ABSTRACT FROM AUTHOR]

This study examines the relationship between psychological contract breach, high-performance work systems, and employee engagement in public sector banks of Larkana, Pakistan. The study proposes that high-performance work systems can moderate the negative impact of psychological contract breach on employee engagement. The study draws upon social exchange theory and self-determination theory to frame the research questions and employs a quantitative methodology to test the hypotheses. The sample consists of 250 employees from public sector banks in Larkana, Pakistan has been taken to analyze the data. To examine the relationship between the latent variables, SPSS and smart PLS modeling have been used. The study finds that psychological contract breach has a significant negative impact on both employee engagement and high-performance work systems, while high-performance work system has a significant positive relationship with employee engagement. Overall, the study concludes that HPWS can lessen the negative effect of psychological contract breach and create a productive workplace that enhances employee engagement. The results support the hypotheses and have theoretical, practical, and methodological implications for HRM practices in public sector banks. The study recommends that organizations prioritize maintaining psychological contracts with employees and implementing HPWS to enhance engagement. Future studies should focus on addressing the study's limitations, such as its cross-sectional design and dependence on self-report measures. [ABSTRACT FROM AUTHOR]

Purpose: Based on the cognition-affection personality system theory, this study constructs and tests a mediation model of leadership non-contingent punishment on bystander workplace deviance behavior through bystander affective rumination and bystander psychological contract violation, as well as a chain mediation effect of bystander affective rumination and bystander psychological contract violation, and explores the moderation role of bystander performance pressure in this model. Design/methodology/approach: This study takes 454 employees and their colleagues from several Chinese enterprises as the research subjects and conducts a paired survey at three-time points using Mplus 7.4 to analyze the empirical data. Findings: The research results are as follows: Bystander affective rumination and bystander psychological contract violation play a mediation role between leadership non-contingent punishment and bystander workplace deviance behavior, respectively. Bystander affective rumination and bystander psychological contract violation play a chain mediation role in the positive role of leadership non-contingent punishment on bystander workplace deviance behavior. Bystander performance pressure moderates the chain mediation path by enhancing the positive role of leadership non-contingent punishment on bystander affective rumination. Originality/value: This study comprehensively explores the internal path of the impact of leadership non-contingent punishment on bystander workplace deviance behavior from the perspective of bystanders through dual paths of cognition and affection. It enriches the result variables of leadership non-contingent punishment, expands existing research on the mediation mechanism of leadership non-contingent punishment and deepens the understanding of the mechanism of leadership non-contingent punishment. At the same time, it has practical guidance significance to promote the suppression of leadership non-contingent punishment in organizations, reduce the occurrence of employee workplace deviance behavior, help employees better integrate into the organization and build a harmonious organizational environment. [ABSTRACT FROM AUTHOR]

Aim Design Methods Results Conclusion Implications for the Profession Impact Reporting Method Patient or Public Contribution To investigate the effects of psychological contract breach and psychological safety on health and well‐being outcomes among nurses.A cross‐sectional study.Data were gathered from members of the Finnish social and healthcare workers' trade union (n = 4575) in February 2023. This study focused on data from 3260 nurses. Structural equation modelling was employed to firstly explain burnout and work engagement and subsequently health and well‐being outcomes in relation to perceived psychological contract breach and psychological safety.Younger male nurses, those with lower‐level university degrees, and nurses employed in public hospitals reported experiencing more psychological contract breaches. Conversely, older nurses and those working in private organizations perceived a higher level of psychological safety. Psychological contract breaches were associated with increased burnout and reduced work engagement, while psychological safety contributed to lower burnout and higher work engagement. Moreover, burnout was linked to health problems and diminished mental well‐being, whereas increased work engagement led to fewer health problems and improved mental well‐being. The final model demonstrated excellent fit.Breaches in the psychological contract, followed by distrust, and anger significantly burden nurses, detrimentally affecting their well‐being at work. Psychologically safe working environments, consequently, improve nurses' well‐being at work and should be promoted within work teams.Nursing managers could receive training to understand the consequences of, and practices for supporting, a beneficial psychological work climate.The study examined psychological burden and resource factors at work, finding that psychological contract breaches increased burden and led to negative well‐being outcomes. In contrast, psychological safety emerged as a positive resource for health and well‐being. These results offer benefits for nurses, managers and organizations.The study was reported following the Strengthening of the reporting of observational studies in epidemiology guidelines.No patient or public contribution. [ABSTRACT FROM AUTHOR]

This research aimed to achieve two sequential objectives: (1) to provide conceptual support for the idea of organizational commitment toward employees (the employer's commitment), showing differences in concepts such as perceived organizational support, high commitment work systems, human resource (HR) philosophy, and psychological contracts, and (2) to develop a scale to measure employer's commitment. To define the construct, we extrapolated the threecomponent model (TCM) dimensions (affective, continuance, and normative) from the individual to the organizational levels. To develop the new scale, we first used the Delphi method to determine the items in the questionnaire. Second, to verify the validity and reliability of the new scale, data collected from two sample populations (financial and hospitality sectors) were examined. The results suggest that the three dimensions of TCM in the final construct are independent and autonomous. [ABSTRACT FROM AUTHOR]

Drawing upon psychological contract theory, this study investigated how and when perceived overqualification may affect employees' creativity. Data were collected from 164 employees and their immediate supervisors in Chinese manufacturing, information technology (IT), and services companies (female = 53.05%; age range 31–50 years; bachelor's degree = 70.73%) using a two-wave approach over one month. Results from hierarchical regression analysis and bootstrapping analysis indicated that self-perception of overqualification was associated with lower employee creativity via less job crafting. Furthermore, higher leader–member exchange accentuated the indirect effect of perceived overqualification on creativity via job crafting. These findings are consistent with psychological contract theory in that overqualified employees are aware of organisations' failure to live up to the psychological contract. These findings imply a need for addressing organisational context factors to provide guidance for supporting employee job crafting across qualification levels. [ABSTRACT FROM AUTHOR]

The turbulent COVID‐19 pandemic offered the opportunity to examine employees who are required to work from home (WFH), which can provide significant implications given that some companies have adopted full‐time remote work even after COVID‐19 restrictions have lifted. The current study draws on psychological contract theory and HR differentiation theory to examine the interactive effects of WFH preferences and relational organizational practices such as perceived support, feedback, and information sharing in predicting burnout and turnover intentions. Multi‐wave, U.S. study results demonstrate that higher WFH preference employees are particularly responsive to these practices; they experience greater well‐being when they receive them, but they also seek alternative employment when they do not. Our findings provide insight into the full‐time WFH dynamics and suggest that fully remote organizations should consider not only effective management of employees, but also organizational practices that match employee preferences in times of turbulence. [ABSTRACT FROM AUTHOR]

This study integrates the psychological contract theory with the self-determination theory to examine the impact of relational and transactional psychological contracts on the professional identity of young professionals in Ghana's professional services sector. It further explores how these identities influence their career resilience, considering the moderating effects of conscientiousness and organisational support. Using a quantitative methodology, the research collected data from 421 professionals through a structured questionnaire across various sectors within Ghana's professional services firms. Data were analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings revealed that relational and transactional psychological contracts positively influence Professional Identity Strength, with relational contracts exhibiting a more substantial effect than transactional contracts. The study also reveals that professional identity strength significantly influences career resilience. Additionally, conscientiousness and a supportive organisational climate significantly enhance the positive impact of professional identity strength on career resilience. The findings underline the importance of relational contracts and a supportive environment in promoting a strong professional identity and career resilience among young professionals. This research provides new insights into the dynamics of professional identity and resilience in the workplace, particularly within Ghana's professional services sector. [ABSTRACT FROM AUTHOR]

Since conflict is a ubiquitous phenomenon in inter-but also intraorganizational work, conflict management behavior (CMB) is a preconditioning factor for successful cooperations. Prior research shows that CMB can be individualistic or collectivistic in orientation and highlights the episodic nature of CMB. However, in focusing on analyzing specific conflicts and conflict dynamics in collaborative contexts, research paid less attention to how conflict and CMB are influenced by structural patterns and thus might overstate the role of individual agency compared to the role of the general structure of the cooperation. We address this issue by investigating the inter-organizational cooperation of IT-freelancers and their client organizations. Based on 18 semi-structured problem-centered and expert interviews with IT-freelancers, representatives of client organizations and agencies, we show that the CMB orientation depends on the institutionalized sequential stages of the cooperation. While individualistic CMBs dominate the pre-contract sequence, in which recruitment processes and negotiations take place, the parties switch to collectivistic CMB in the contract sequence, in which the actual cooperation is carried out. The postcontract sequence serves for reflections on the cooperation and thus influences the willingness to engage in future cooperations and, in turn, affects future pre-contract sequences. With a focus on the IT industry, the paper addresses research gaps related to the specific temporality and temporal structuring of contingent work. It introduces a sequence-oriented framework and analysis of conflict and conflict management in interorganizational projects, complementing related episodic perspectives on conflict, and psychological contracts with a more chronological and structural perspective. [ABSTRACT FROM AUTHOR]

Based on the conservation of resource (COR) theory, this study explores employees' learning agility (ELA) as an antecedent of knowledge sharing behaviour, specifically in the supply chain environment. However, such discretionary behaviour can be negatively affected by the prevalence of psychological contract breaches. According to COR theory, employees' resources (knowledge, ability and skills) act as motivational factors that employees strive to protect, retain and at the same time invest in favour of obtaining more resources. On the other hand, when resource loss weighs more than resource gain, an individual agitated with resource depletion will minimise resource loss by decreasing their effort for future displays of resources. A random sample of 418 participants from the public sector in the Fiji Islands yielded a sample of 418 participants. The proposed model was analysed through structural equation modeling (SEM) to determine its fit. The analysis supports the proposed theoretical framework, providing a new dimension for ELA as an unexplored phenomenon for knowledge sharing behaviour (KSB) in the supply chain. The study specifically draws the attention of policymakers on industry, innovation and infrastructure (SDG09), where immediate actions are needed to create resilient supply chain management through ELA. Research shows that agile employees can easily adapt to unexpected changes, actively participate in discussions and quickly contribute to innovative and creative solutions. KSB can be further developed through a culture of learning and sharing, rewards for KSB, psychological support and upholding its promised obligations through regular communication, establishing a more resilient supply chain management. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Technology Economics is the property of Chinese Society of Technology Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This theoretical paper investigates the role of innovative leadership in enhancing leader-member exchange (LMX) and mitigating psychological contract breach (PCB). The focus is on how innovation in leadership strengthens the quality of relationships between leaders and employees, subsequently impacting employee behavior positively. The characteristics of innovative leadership are examined to elucidate its potential in fostering trust, commitment, and mutual respect within organizations. Furthermore, this paper addresses how improved LMX through innovative leadership influences employees' organizational citizenship behavior (OCB), leading to enhanced overall organizational performance. By exploring the dynamics between innovative leadership, LMX, and PCB, the paper provides a comprehensive understanding of the mechanisms through which innovative leadership can prevent PCB and improve LMX. This analysis offers valuable insights for both scholars and practitioners in the fields of organizational behavior and leadership, highlighting practical implications for fostering a positive organizational environment. [ABSTRACT FROM AUTHOR]

This study seeks to explore the relationship between work-life balance (WLB) and organizational citizenship behavior (OCB) among Chinese millennial employees and to examine the moderating role of psychological contract fulfillment (PCF) in this relationship. The study used an online survey to collect data from 100 participants and performed correlation and regression analyses. The results showed that WLB, OCB, and PCF were positively and significantly correlated with each other. However, PCF did not moderate the relationship between WLB and OCB, meaning that the effect of WLB on OCB was not influenced by the level of PCF. The study adds to the literature on Chinese millennials, a generation that faces unique challenges and opportunities in the workplace. It implies that Chinese employers should promote WLB and PCF among their employees to enhance OCB, as these factors have independent and significant impacts on employee performance and wellbeing. [ABSTRACT FROM AUTHOR]

This study investigates the impact of platform-issued "quick-seller" certificates (indicating sellers with faster dispatch than others) on buyers' postpurchase behavior. Drawing upon the theoretical lens of psychological contract violation (PCV), we hypothesize the effects of quick-seller certificates on order cancelations, as well as the subsequent impacts of cancelations associated with the quick-seller certificates on buyers' future purchase frequency and search behavior. Using a comprehensive transaction dataset, the study reveals that quick-seller certificates increase the likelihood of cancelation of an order. Furthermore, we also find that an order cancelation from a certified quick seller results in decreased purchase frequency and a higher incidence of product comparisons through search engines. [ABSTRACT FROM AUTHOR]

Graduate employment programmes offer university students the prospect of a reasonable salary and development opportunities. For employers, such programmes offer a talent pipeline and a means to identify future leaders. The psychological contract which develops during recruitment processes creates high expectations on both sides of the employment bargain. A corollary is that graduate programmes usually entail highly competitive, multi-stage selection processes, in which applicants must repeatedly demonstrate their employability in online psychometric tests and computerised activities before progressing to the final selection stage. Drawing on Foucauldian theories of governmentality, this study uses interviews (n = 17) and focus groups (n = 2) to explore how final-year students at a post-1992 English university navigate graduate recruitment processes, and learn to signal what they believe is employability. The article shows how students' understanding of employability is formed not only through traditional channels such as university careers services or employer communications, but increasingly through third-party (and often commercial) 'helper' apps offering online test-practice sessions, templated careers advice, and other methods for gaming the recruitment process. These helper apps can have distorting effects, producing graduates focused on the performance rather than the substance of employability. [ABSTRACT FROM AUTHOR]

The impact of globalization quickly and dynamically requires development and change in the environment. This is inseparable from public organizations that face various challenges and obstacles to be more responsive to the needs of citizens. However, the performance of human resources from public organizations is now also always in the public spotlight where in practice in Indonesia it is still not good enough. Empirical studies or research have been conducted to analyze the effect of transformational leadership and psychological contract on employee performance. This study attempts to remedy the existing knowledge gap and limited literature by including job satisfaction as a mediating variable on employee performance levels in Indonesia. This study aims to determine the effect of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. A structured questionnaire with closed-ended questions was used to collect raw data from 241 employees. Descriptive tests and SEM PLS tests were conducted to determine the statistically significant relationship between transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. The results reflect a statistically significant relationship between transformational leadership and psychological contract to employee performance with job satisfaction as a mediating variable. Further research can be conducted in other government organizations to conduct comparative studies obtained across organizations on the effect of transformational leadership and psychological contracts on employee performance with job satisfaction as a mediating variable. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: In the absence of previous work, this study investigates how the psychological contract (PC) influences the safety performance of construction workers in China. Design/methodology/approach: The literature is first consulted to obtain a set of PC and safety performance measures that fits the specific situation of construction workers, which is then moderated by five construction experts. A questionnaire survey of 206 workers from 4 different construction sites is followed by a descriptive statistical analysis of the nature of the PC and level of the safety performance of the respondents. Finally, a regression analysis is used to ascertain the level of influence of the PS, and an analysis is made of the influence of PC on safety performance. Findings: A set of PC and safety performance measures is identified that fits in the construction workers' specific situation. The PC of the respondents is found to be intact and well-performed, and their safety performance is maintained at a high level. Safety performance is highly influenced by the state of the PC, with the three dimensions of safety performance (safety result, safety compliance and safety participation) positively correlated with the three dimensions of the PC (normative, interpersonal and developmental). Originality/value: Suggestions are made to improve safety production management and safety performance by providing adequate material and economic conditions, helping the workers establish good interpersonal relationships and realize their personal values. [ABSTRACT FROM AUTHOR]

This paper examines whether individual perceptions of holding a transactional psychological contract are related to controlled and autonomous motivation. We use cross-sectional survey data from 104 staff employees of a multinational consultancy company operating in Portugal. To explore the relationship between transactional psychological contracts and two types of employee motivation, our work follows a combined quantitative-qualitative analysis. Quantitative data analysis follows a partial least squares modeling (PLS) method. Qualitative data analysis follows a fuzzy-set qualitative comparative approach (fsQCA). Quantitative findings show a moderate positive relationship between individuals who hold perceptions of transactional contracts and controlled motivation. In contrast, results show a negative relationship between transactional contracts and autonomous motivation. Qualitative findings triangulate and expand on the quantitative results by providing causal configurations leading to the presence and absence of both types of motivations. Additional demographic characteristics leading to the presence and absence of motivation are discussed, hinting at managerial consequences. [ABSTRACT FROM AUTHOR]

Machine translation post-editing (MTPE) has become an important part of the commercial translation business. As such, MTPE pricing models are under-studied yet vital elements in determining the professional value of translators as workers. This focus-group study investigates the discourse of eight LSP representatives relating to their MTPE pricing practice and, using the notion of psychological contract from organisational psychology, analyses what kind of external messages, including untold meanings and cues, translators may receive from the MTPE pricing practice. We then discuss how such messages may shape translators' individual beliefs relating to contractual terms in MTPE projects, as well as their implications for MTPE operations in general. Three significant points are identified regarding; (1) How LSPs use different pricing models for different stakeholders to manage translators' motivation for MTPE work; (2) How the notion of 'speed' incorporated in the MTPE pricing methods has a potential to determine translators' work motivation and recruitment; and (3) How the power structure of technology ownership may influence future MTPE pricing practice. The outcomes of this exploratory study will contribute to the development of much-needed industry-wide conversation about this controversial topic. [ABSTRACT FROM AUTHOR]

Confidentiality, like privilege, is based on the idea that some extremely sensitive information exchanged by a client with a treating professional is sacrosanct and should be kept hidden. However, there are times in which confidentiality is violated either by intentional or unintentional means. The current study will be guided with the general question of how varying the perspectives on breaching/breaking client confidentiality in psychotherapy is? And following are three specific queries: (1) to what circumstances call for breaking client confidentiality? (2) to what extent it can impact the therapeutic alliance? And (3) what are the common practices to resolve this ethical dilemma? To investigate these issues, the researcher conducted a scoping review using the outline of the method outlined by Arksey and O'Malley and Levac et al. Identified studies in this review suggests that there is no clear and direct path on resolving breaching client confidentiality but most of the literatures revealed that (1) Law protects psychotherapists and clients, given that there are justifiable circumstances (2) Preventive and protective measures are implemented before establishing any therapeutic alliances such as securing psychological contract from both parties. Psychotherapeutic practice should be re-examined to ensure that it meets the needs of the client without jeopardizing their safety, and practitioners should be safeguarded whenever information disclosure is required. This study presents an opportunity to rethink and redesign the framework within the ethical norms used to provide conventional psychological care. [ABSTRACT FROM AUTHOR]

Purpose: The study investigates the nature of an understudied yet salient relationship between perceived overqualification (POQ) and work alienation in project management. It employs relative deprivation theory to propose two dimensions of the psychological contract, i.e. relational and transactional, as underlying mediating mechanisms and how empowering leadership mitigates the adverse effects of POQ. Design/methodology/approach: To this end, in two waves, we surveyed 232 project members of three public-sector information and communication technologies (ICT) projects in Punjab, Pakistan. The data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). Findings: The key findings are: (1) POQ leads to work alienation, (2) relational and transactional contracts mediate this relationship, and (3) empowering leadership can mitigate the adverse effects of POQ in project management settings. Originality/value: This research adds valuable insights to the scant POQ literature in public-sector project management settings. It also contributes by identifying the mediating role of relational and transactional psychological contracts and the moderating role of empowering leadership to mitigate the adverse effects of POQ in these settings. [ABSTRACT FROM AUTHOR]

The main purpose of the study is to determine the relationship between teachers' psychological contract violation, work alienation, and counterproductive work behavior. This quantitative research included 476 teachers working in public and private secondary schools in the Turkish Republic of Northern Cyprus (TRNC). The research findings revealed that teachers' perceptions of psychological contract violation and job alienation levels were found to be low. Teachers' perceptions of psychological contract violation and their level of work alienation did not differ according to gender and educational status. There is a significant difference according to the school type, seniority, and working time at school. Teachers had low levels of counterproductive work behavior. The psychological contract had a significant and positive effect on work alienation but did not have a significant effect on counterproductive work behaviors. Lastly, school type was not found to be a significant mediator variable. Even low levels of psychological contract breach among teachers can be problematic if not fully addressed. School administrators should communicate openly with teachers and make realistic promises, particularly in private schools. Efforts should be made to strengthen teachers' psychological contracts and support their professional development. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to discuss relationship between job resources and employees adaptive job performance. Using the job demands-resource (JD-R) theory, the paper examines the mediating role of work engagement in the relationship between job resources and adaptive job performance. The study also explores the moderating role of psychological contract fulfillment. Design/methodology/approach: The study is based on data gathered from 254 employees of hospitality sector in Pakistan through a Web-based survey. The statistical verification conducted through using partial least squares structural equation modeling. Findings: Findings has confirmed that job resources positively related to employees' adaptive job performance. Furthermore, the mediation effect is explained by employees' work engagement. Interestingly, employee psychological contract fulfillment moderated the positive relationship between job resources and employees' work engagement. Originality/value: The present study expands the previous research that validates the assumptions of job demand-resources theory into hospitality employees to harness job resources with employees' engagement and performance as well as highlight the role of psychological contract fulfillment. [ABSTRACT FROM AUTHOR]

This qualitative research explores the psychological contract (PC) of a sample of self-initiated expatriates (SIEs) working in the French hospitality sector, focusing on PC evaluation as well as reactions to PC breach and feelings of violation. The authors found evidence of a psychological contract type not discussed before in empirical studies. The employer in this research intentionally disrupts the exchange relationship, creating a destructive PC. In these cases, it is assumed that employees would exit such an employment relationship, but instead the study found a mix of dysfunctional behavior in the form of neglect, workplace deviance and revenge cognitions. Accounting for the limitations of the study the authors highlight the implications of the findings for theory, practice and future research. [ABSTRACT FROM AUTHOR]

Research indicates job insecurity (JI) is related to lower job satisfaction, partially mediated by psychological contract breach (PCB; a perceived breaking of the implicit exchange relationship between employer and employee). The authors investigated the extent to which providing a positive organizational learning climate (OLC) might attenuate the relationships between (a) qualitative JI and PCB and (b) PCB and job satisfaction. Using cross-sectional survey data from higher education industry employees within the US (N = 372), South Africa (N = 1096), and Croatia (N = 719), the study found consistent results across all three settings. Qualitative JI was negatively associated with job satisfaction both directly and indirectly via PCB. Although a positive OLC did not attenuate the relationship between JI and PCB, it did buffer the relationship between PCB and job satisfaction. The findings are discussed in light of Conservation of Resources theory and the need to identify practical organizational interventions to alleviate the adverse effects of qualitative JI. [ABSTRACT FROM AUTHOR]

The paradigm shifts in HRM during the outbreak of COVID-19 involve new challenges for organizations, whereas it remains unclear how psychological contract fulfillment works on employees' attitudes and behaviors in the new working settings from organizations. This paper explores the impacts of psychological contract fulfillment on employees' work attitudes and behaviors (work engagement, intrinsic motivation, and affective commitment) during the COVID-19 outbreak, and examines the mediating mechanism of perceived organizational support between psychological contract fulfillment and these work-related variables. For the research, a cross-sectional research design and quantitative analysis were adopted. Data were collected via survey questionnaires and from 405 respondents working remotely during the COVID-19 outbreak. The findings revealed that psychological contract fulfillment positively impacted employees' work engagement, intrinsic motivation, and affective commitment during the COVID-19 outbreak, and indicated that perceived organizational support significantly but partially mediates the positive associations between PCF and these work-related variables. [ABSTRACT FROM AUTHOR]

School choice initiatives–which empower parents to choose which schools their children attend–are built on the assumptions that parents know what features of a school are most important to their family and that they are capable of focusing on the most important features when they make their decisions. However, decades of psychological research suggest that decision makers lack metacognitive knowledge of the factors that influence their decisions. We sought to reconcile this discrepancy between the policy assumptions and the psychological research. To do so, we asked participants to complete Choice-Based Conjoint surveys in which they made series of choices between different hypothetical schools. We then asked participants to self-report the weight they placed on each attribute when making their choices. Across four studies, we found that participants did not know how much weight they had placed on various school attributes. Average correlations between stated and revealed weights ranged from r =.34–.54. Stated weights predicted different choices than revealed weights in 16.41–20.63% of decisions. These metacognitive limitations persisted regardless of whether the participants were parents or non-parents (Study 1a/1b), the nature of the attributes that participants used to evaluate alternatives (Study 2), and whether or not decision makers had access to school ratings that could be used as metacognitive aids (Study 3). In line with prior psychological research–and in contract to policy assumptions–these findings demonstrate that decision makers do not have particularly strong metacognitive knowledge of the factors that influence their school choice decisions. As a result, parents making school choice decisions are likely to seek out and use the wrong information, thus leading to suboptimal school choices. Future research should replicate these results in more ecologically valid samples and test new approaches to school choice that account for these metacognitive limitations. [ABSTRACT FROM AUTHOR]

Purpose: This paper reports the results of research on the psychological contract (PC) of employees and the managerial communication practices of immediate supervisors in the context of mergers of healthcare institutions. Methodology: To gather information on these practices, data collection using a mixed methods approach was conducted in two stages: (1) 17 semi-structured interviews with managers were conducted in 2013, when the merger of three Quebec healthcare facilities was announced; (2) 12 semi-structured interviews with managers were conducted in 2018, after the merger, and 25 employees under their supervision completed a questionnaire to measure their psychological contract (PC). Results: The results provide a portrait of the gaps in management communication practices between two key phases of organizational transformation. Likewise, it presents the results obtained and highlights the management communication practices that protect the PC. Originality: Offering transferable knowledge, this study lays the groundwork for other studies on change management practices by offering a categorization of the communication practices encountered. A handful of writings address human resources management under leadership and managerial styles. None offers a structured variation of management practices. The research here takes a step in this direction while setting the stage for a better understanding of the impacts of practices on PC. [ABSTRACT FROM AUTHOR]

Copyright of Revista Jurídica (0103-3506) is the property of Revista Juridica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)