Neil Conway
Biographic Data
| ID | 4385670 |
|---|---|
| NAME | Neil Conway |
| GIVEN NAMES | Neil |
| FAMILY NAME | Conway |
| SIGNATURE | CONWAY N |
| AFFILIATIONS | Royal Holloway University of London |
| ORCID | 0000-0003-4064-3484 |
| VERIFIED | Yes |
| TOTAL WORKS | 13 |
| TOTAL CITATIONS | 156 |
| AUTHOR COUNT | 13 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2002 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 6 |
Me, my work and AI
This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: app…
The gaming of performance management systems in British universities
Performance management systems are intended to positively influence employee behaviour but do they also motivate significant gaming? This concern is increasingly noted in the literature yet research into gaming and how it arises has been very limited. Using data collected from 65 semi-structured interviews with academics working in 13 research intensive business schools/schools of management in the United Kingdom, this article demonstrates how pe…
An event‐based approach to psychological contracts
Psychological contract research has typically focused on employees' perceptions of whether the organization has generally fulfilled or broken its promises/obligations. However, employees can experience broken and fulfilled promises as discrete events on an everyday basis, which may have immediate implications for employees and also influence their generalized psychological contract. Integrating attribution and appraisal theories of emotions, we a…
Self-control during daily work activities and work-to-nonwork conflict
Psychological Contract
The psychological contract is regarded as a major construct for understanding employee well‐being and behavior. It has been defined as an individual's beliefs, shaped by the organization, regarding terms of an exchange agreement between the individual and their organization. Research on the psychological contract has grown exponentially in the last 20 years and it has also received considerable practitioner interest. Psychological contract breach…
The undermining effect revisited
Self‐determination theory suggests that some rewards can undermine autonomous motivation and related positive outcomes. Key to this undermining is the extent to which rewards are perceived as salient in a given situation; when this is the case, individuals tend to attribute their behavior to the incentive, and the intrinsic value of the task is undermined. The role of salience has yet to be explicitly tested with respect to work motivation; we kn…
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
Feeling the Squeeze
Fiscal austerity is having major impacts on public service organizations, but little is known about the effects of these changes on employees' well-being, attitudes, and behaviors. Following a major UK national government announcement of budget reductions, we conducted a longitudinal field study of employees in diverse public sector organizations across the United Kingdom to address how the communication and the implementation of this external po…
Understanding Psychological Contracts at Work
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Understanding psychological contracts at work
A daily diary study of affective responses to psychological contract breach and exceeded promises
The psychological contract has been viewed as an explanatory framework for understanding the employment relationship, and is regarded by some researchers as central in understanding employee attitudes and behavior. Despite the importance ascribed to the psychological contract, it remains theoretically underdeveloped and has received limited empirical attention. This study takes a new approach to researching the psychological contract, through the…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Feeling the Squeeze
Fiscal austerity is having major impacts on public service organizations, but little is known about the effects of these changes on employees' well-being, attitudes, and behaviors. Following a major UK national government announcement of budget reductions, we conducted a longitudinal field study of employees in diverse public sector organizations across the United Kingdom to address how the communication and the implementation of this external po…
A daily diary study of affective responses to psychological contract breach and exceeded promises
The psychological contract has been viewed as an explanatory framework for understanding the employment relationship, and is regarded by some researchers as central in understanding employee attitudes and behavior. Despite the importance ascribed to the psychological contract, it remains theoretically underdeveloped and has received limited empirical attention. This study takes a new approach to researching the psychological contract, through the…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
The undermining effect revisited
Self‐determination theory suggests that some rewards can undermine autonomous motivation and related positive outcomes. Key to this undermining is the extent to which rewards are perceived as salient in a given situation; when this is the case, individuals tend to attribute their behavior to the incentive, and the intrinsic value of the task is undermined. The role of salience has yet to be explicitly tested with respect to work motivation; we kn…
The gaming of performance management systems in British universities
Performance management systems are intended to positively influence employee behaviour but do they also motivate significant gaming? This concern is increasingly noted in the literature yet research into gaming and how it arises has been very limited. Using data collected from 65 semi-structured interviews with academics working in 13 research intensive business schools/schools of management in the United Kingdom, this article demonstrates how pe…
An event‐based approach to psychological contracts
Psychological contract research has typically focused on employees' perceptions of whether the organization has generally fulfilled or broken its promises/obligations. However, employees can experience broken and fulfilled promises as discrete events on an everyday basis, which may have immediate implications for employees and also influence their generalized psychological contract. Integrating attribution and appraisal theories of emotions, we a…
A daily diary study of affective responses to psychological contract breach and exceeded promises
The psychological contract has been viewed as an explanatory framework for understanding the employment relationship, and is regarded by some researchers as central in understanding employee attitudes and behavior. Despite the importance ascribed to the psychological contract, it remains theoretically underdeveloped and has received limited empirical attention. This study takes a new approach to researching the psychological contract, through the…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Understanding Psychological Contracts at Work
Managing the career deal
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Understanding psychological contracts at work
Psychological Contract
The psychological contract is regarded as a major construct for understanding employee well‐being and behavior. It has been defined as an individual's beliefs, shaped by the organization, regarding terms of an exchange agreement between the individual and their organization. Research on the psychological contract has grown exponentially in the last 20 years and it has also received considerable practitioner interest. Psychological contract breach…
The undermining effect revisited
Self‐determination theory suggests that some rewards can undermine autonomous motivation and related positive outcomes. Key to this undermining is the extent to which rewards are perceived as salient in a given situation; when this is the case, individuals tend to attribute their behavior to the incentive, and the intrinsic value of the task is undermined. The role of salience has yet to be explicitly tested with respect to work motivation; we kn…
Using self-determination theory to understand the relationship between calling enactment and daily well-being
This paper contributes to the calling literature by using self-determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well-being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positi…
Feeling the Squeeze
Fiscal austerity is having major impacts on public service organizations, but little is known about the effects of these changes on employees' well-being, attitudes, and behaviors. Following a major UK national government announcement of budget reductions, we conducted a longitudinal field study of employees in diverse public sector organizations across the United Kingdom to address how the communication and the implementation of this external po…
Self-control during daily work activities and work-to-nonwork conflict
An event‐based approach to psychological contracts
Psychological contract research has typically focused on employees' perceptions of whether the organization has generally fulfilled or broken its promises/obligations. However, employees can experience broken and fulfilled promises as discrete events on an everyday basis, which may have immediate implications for employees and also influence their generalized psychological contract. Integrating attribution and appraisal theories of emotions, we a…
The gaming of performance management systems in British universities
Performance management systems are intended to positively influence employee behaviour but do they also motivate significant gaming? This concern is increasingly noted in the literature yet research into gaming and how it arises has been very limited. Using data collected from 65 semi-structured interviews with academics working in 13 research intensive business schools/schools of management in the United Kingdom, this article demonstrates how pe…
Me, my work and AI
This study investigates the introduction of AI in the field of radiology through a multi-level analysis (individuals, organization, and profession). Drawing on in-depth interviews with 54 participants (radiologists, radiological technologists, managers, hospital directors, and engineers), we examined how radiologists perceive AI and respond through job crafting behaviors and identity work. The findings reveal three categories of job crafting: app…
Psychology (11 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (9 works) · Social Psychology (8 works) · Political science (6 works) · Psychological contract (5 works) · Public relations (5 works) · Behavioral Health and Interventions (3 works) · Business (3 works) · Economics (3 works)