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Jesus Bravo

Bio: Jesus Bravo is an academic researcher from Washington State University. The author has contributed to research in topics: Food safety & Organizational commitment. The author has an hindex of 5, co-authored 11 publications receiving 1656 citations. Previous affiliations of Jesus Bravo include Arizona State University & Arizona State University at the Polytechnic campus.

Papers
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Journal ArticleDOI
TL;DR: In this article, a meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes, including actual turnover, attitude, commitment, and in-role performance.
Abstract: A meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes. Breach was related to all outcomes except actual turnover. Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover intentions), and individual effectiveness (actual turnover, organizational citizenship behavior, and in-role performance). Structural equation modeling was used to test the model. The results indicated that affect mediates the effect of breach on attitude and individual effectiveness. Two moderators were also examined including the type of breach measure (global vs. composite) and the content of the psychological contract breach (transactional vs. relational). Theoretical and practical implications of the results are discussed.

1,331 citations

Journal ArticleDOI
TL;DR: This study found that participation in training classes, leader-member exchange, and career mentoring were each positively related to employees' perceptions of organizational support for development and found support for the moderator hypotheses.
Abstract: This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between organizational support for development and employee performance and turnover. Using a sample of 264 exempt-level employees and their supervisors, we found that participation in training classes, leader-member exchange, and career mentoring were each positively related to employees' perceptions of organizational support for development. We also found support for the moderator hypotheses. Specifically, development support positively related to job performance, but only when perceived career opportunity within the organization was high. Further, development support was associated with reduced voluntary turnover when perceived career opportunity was high, but it was associated with increased turnover when perceived career opportunity was low. Our study demonstrates that social exchange and career motivation theory work together to explain when and how employees' perceptions of organizational support for development relate to turnover and job performance.

432 citations

Journal ArticleDOI
TL;DR: In this paper, career orientation is best represented by a six-dimensional factor structure: entrepreneurial creativity, security, managerial competence, lifestyle, technical competence, and service to a cause.
Abstract: Schein proposed his career anchor construct more than 40 years ago. The purpose of our research is to use current career theory perspectives to reconceptualize and develop a measure that is grounded in the career anchor framework but better reflects the boundaryless nature of careers today. We conducted two studies in which we develop and validate a measure of career orientation by examining its internal structure (Study 1) and external validity within a nomological network of conceptually related variables (Study 2). Results suggest that career orientation is best represented by a six-dimension factor structure: entrepreneurial creativity, security, managerial competence, lifestyle, technical competence, and service to a cause. Five of the six factors that emerged were correlated as expected with proactive personality, ambition, career self-management behaviors, mentoring relationships, and workplace attitudes, providing support for our conceptualization and measure of career orientation. The implication...

45 citations

Journal ArticleDOI
TL;DR: In this paper, the authors explore the extent to which project preferences and social capital constrain mobility in project-based careers and identify three distinct career paths that exhibit differences in the sex of individuals on them, in the persistence of relationships with employers, in employer characteristics, and in the nature of subsequent projects.
Abstract: Purpose – The purpose of this paper is to explore the extent to which project preferences and social capital constrain mobility in project‐based careers.Design/methodology/approach – The paper analyzes the careers of 352 individuals who entered the motion picture industry between 1988 and 1990. It uses motion picture credit histories to generate role sequence paths. The paper quantifies differences between paths using optimal matching techniques and cluster analysis to classify paths into clusters. It validates the classification by testing hypotheses about differences between path clusters.Findings – In addition to a large group of individuals who exit the industry after the initial credit, the paper identifies three distinct clusters of career paths that exhibit differences in the sex of individuals on them, in the persistence of relationships with employers, in employer characteristics, and in the nature of subsequent projects.Research limitations/implications – Because the paper is exploratory, genera...

22 citations

Journal ArticleDOI
01 Oct 2013
TL;DR: In this paper, a framework that employs tenets of Ajzen's (1985) Theory of Planned Behavior (TPB) was utilized to assess employees' attitudes about committing such acts.
Abstract: As a way of understanding the potential antecedents of intentional acts of food contamination, a framework that employs tenets of Ajzen’s (1985) Theory of Planned Behavior (TPB) was utilized to assess employees’ attitudes about committing such acts. In a sample of 123 employees from various links along a fruit and vegetable industry supply chain between Mexico and the United States, we found industry commitment and moral norm to be antecedents to attitudes toward intentional food contamination. We also found that both perceived behavioural controls (i.e. security measures) and attitude toward intentional food contamination positively related to intention to contaminate food. The value of applying the TPB model to this context is discussed.

13 citations


Cited by
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Journal ArticleDOI
TL;DR: In this paper, the authors critically examine the nature of contemporary careers and the direction in which careers research has developed over the past decade, including the protean and boundaryless career frameworks, as well as the next generation of career concepts, including integrative frameworks, hybrid careers, and the kaleidoscope career model.

858 citations

Journal ArticleDOI
TL;DR: In this article, an alternative approach to HRM that gives priority to practices designed to enhance well-being and a positive employment relationship is proposed, and evidence is presented to support the choice of practices and to argue that these also hold the potential to improve both individual and organizational performance.
Abstract: The mutual gains model suggests that HRM should benefit both individuals and organisations. However, the dominant models within HRM theory and research continue to focus largely on ways to improve performance, with employee concerns very much a secondary consideration. Furthermore, pressures at work and in society more widely are creating an increasing threat to employee well-being. If employee concerns and the threats to well-being are to be taken seriously, a different analytic framework for HRM is required. The article sets out an alternative approach to HRM that gives priority to practices designed to enhance well-being and a positive employment relationship, proposing that both elements are essential. Evidence is presented to support the choice of practices and to argue that these also hold the potential to improve both individual and organisational performance. It therefore offers a different path to mutual gains. The research and policy implications of this approach are discussed.

611 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined psychological contract breach and violation as they occur within social exchange relationships to account for employee outcomes and found that contract breach partially mediated the effects of perceived organizational support (POS) and leader-member exchange (LMX) on intentions to quit.
Abstract: We examined psychological contract breach and violation as they occur within social exchange relationships to account for employee outcomes. Results of a longitudinal study suggested that contract breach partially mediated the effects of perceived organizational support (POS) and leader-member exchange (LMX) (time 1 measures) on intentions to quit (time 2 measure). POS and LMX moderated the relationship between breach and violation (time 2 measure). Violation fully mediated the effects of breach on commitment and trust and partially mediated the effect of breach on turnover intentions. These findings highlight the interconnection of social exchange and psychological contract processes.

522 citations