Unintended consequences of job redesign
Psychological contract violations and turnover intentions among full‐time and reduced‐hours MDs and LPNs
Bibliographic Data
| ID | 2171987 |
|---|---|
| Authors | Rosalind Chait Barnett, Judith R Gordon (0000-0001-8978-8444), Karen C Gareis (0000-0002-4854-1952), Claudia Morgan |
| Year | 2004 |
| Volume | 7 |
| Issue | 2 |
| Pages | 227-246 |
| Publication date | 2004-08-01 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Community Work & Family (JOURNAL) |
| Journal identifiers | ISSN: 1366-8803 • E-ISSN: 1469-3615 |
| Publisher | Informa UK Limited (PUBLISHER • GB) |
| DOI | 10.1080/1366880042000245498 |
| OpenAlex | W1552106639 |
| Language | EN |
| Citations received | 3 |
| References cited | 45 |
Researchers and practitioners have cited the advantage of such flexible work scheduling options as flex‐time, compressed workweeks, job sharing, and reduced hours for employees. The assumption underlying these options has been that more flexible schedules allow employees to meet their family requirements and still work a sufficient number of hours to advance in their careers. In this paper we focus on the unintended consequences of such job‐design modifications. In particular, we explore the impact of reduced‐hours career options for women in the healthcare sector. One potential consequence of reduced hours concerns the effects of violations of psychological contracts, or the beliefs that employers and employees hold regarding their mutual obligations. We test two hypotheses that state that professionals and reduced‐hours employees are more likely to express an intention to turn over when such contracts are violated. We test these hypotheses in a random sample of 178 Boston‐area married female healthcare workers who are in dual‐earner couples, who have at least one child under high‐school age, and who vary in professional status and in work schedule. The results support both hypotheses and suggest that reduced‐hours employment can have unintended consequences for employees and their organizations. Investigadores y practicantes han citado las ventajas de horarios de trabajo flexibles como "flex‐time", semanas de trabajo comprimidas, trabajos compartidos y jornadas de trabajo disminuidas. Se assume que las jornadas de trabajo flexible, permiten a los empleados cumplir con sus compromisos familiares mientras trabajan un suficiente número de horas para continuar avanzando en sus carreras. En este artículo nos enfocamos en las consecuencias inesperadas de este tipo de cambios en el diseño de jornadas de trabajo. Exploramos particularmente el impacto de horas reducidas para mujeres en sectores laborales de salud. Una consecuencia de horas reducidas es posiblemente asociada con los efectos de las violaciones de contratos psicológicos, o el credo que los empleados y patronos mantienen con respecto a sus mutuas obligaciones (Rousseau, 1995 Rousseau DM (1995) Psychological contracts in organizations: Understanding written and unwritten agreements Thousand Oaks, CA: Sage [Crossref] , [Google Scholar] ). Evaluamos dos hipótesis que plantean que los profesionales y empleados trabajando jornadas de horas reducidas están más dispuestos a expresar la intención de renunciar cuando este tipo de contrato es violado. Evaluamos esta hipótesis con una muestra aleatoria de 178 mujeres casadas en Boston quienes trabajan en el sector de salud y en familias donde ambos padres trabajan tiempo completo, quienes tienen por lo menos un niño de menos de 14 anos y que varían en estatus profesional y en horarios de trabajo. Los resultados apoyan las dos hipótesis y sugieren que las horas reducidas en la jornada de trabajo pueden tener consecuencias inesperadas para los empleados y sus empresas. Keywords: work redesignpsychological contract violationspart‐time workprofessional and non‐professional employeesPalabras claverediseños de trabajoviolaciones de contratos psicológicosjornada de medio tiempoprofesiònales y empleados no‐profesionales
Business · Demographic economics · Dual (grammatical number · Economics · Health care · Job attitude · Job performance · Job satisfaction · Management · Operations management · Political science · Public relations · Schedule · Scheduling (production processes · Test (biology · Unintended consequences · Work (physics · Work schedule · Engineering · Gender, Labor, and Family Dynamics · Psychology · Retirement, Disability, and Employment · Work-Family Balance Challenges · Marketing · Social Psychology
Psychological Contracts in Organizations
Finding Time
Women and Men at Work
Psychological and implied contracts in organizations
When Employees Feel Betrayed
Changing Obligations and the Psychological Contract
State-Trait Anxiety Inventory for Adults
The People Make the Place
Multiple Social Roles — a Resource or a Burden
The development of psychological contract breach and violation
The relationship between job experiences and psychological distress
How work ideologies shape the psychological contracts of professional employees
Violating the psychological contract
Flex-Time
New hire perceptions of their own and their employer's obligations
Negative affectivity
Full-time and Reduced-hours Work Schedules and Marital Quality
Employment, Parental Responsibility, and Psychological Distress
Reduced-hours careers in medicine
Dual-earner couples and the decision to work less
Redesigning work for work-family integration
| Unique citing works | 3 |
|---|---|
| Citations per year | 0,18 |
| Citation span | 2009 - 2009 (1) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 3 |