Part I. Experimental Studies: 2. Experiment in psychology 3. Experiments on perceiving III Experiments on imaging 4-8. Experiments on remembering: (a) The method of description (b) The method of repeated reproduction (c) The method of picture writing (d) The method of serial reproduction (e) The method of serial reproduction picture material 9. Perceiving, recognizing, remembering 10. A theory of remembering 11. Images and their functions 12. Meaning Part II. Remembering as a Study in Social Psychology: 13. Social psychology 14. Social psychology and the matter of recall 15. Social psychology and the manner of recall 16. Conventionalism 17. The notion of a collective unconscious 18. The basis of social recall 19. A summary and some conclusions.

Remembering. A Study in Experimental and Social Psychology, Cambridge (University Press) 1964.

Wives' Employment and the Division of Family Work Basic Patterns of Family Work and Paid Work Paid Work, Sex, and Sex Role Ideology as Determinants of Family Work Wives' Desire for Greater Husband Participation in Family Work The Consequences of Role Overload Husbands' Psychological Involvement in Work and Family Husbands' and Wives' Roles The Issues Today

Working Wives, Working Husbands

The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group's ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field.

https://onlinelibrary.wiley.com/doi/pdf/10.1111/ijmr.12077

The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis

Om de relatie tussen werknemer en organisatie te kunnen beschrijven wordt vaak gebruikgemaakt van de term 'psychologisch contract'. De theorie van het psychologisch contract omhelst vragen als: 'Wat bepaalt wat werknemers en werkgevers in elkaar willen investeren?' en 'Wat gebeurt er als er zaken niet zo gaan als verwacht?'.

Understanding psychological contracts at work: A critical evaluation of theory and research

Purpose – The purpose of this paper is to examine the effects of contextual variables – organisational justice (procedural justice, interactional justice and psychological contract) and trust – on work engagement. Design/methodology/approach – The paper reports a quantitative study of 323 managers working in manufacturing and pharmaceutical organisations based in western India. Drawing from social exchange theory, this paper tests the mediating role of trust in the justice-engagement relationship. The paper also investigates the effect of work engagement on employees' innovative work behaviour. Findings – Results suggest that procedural justice, interactional justice and psychological contract fulfilment are positively related to work engagement with trust as the mediating element. Engagement significantly influences employees' innovative work behaviour Research limitations/implications – The data were collected cross-sectionally, which means that causal inferences must be made with caution. Moreover, the...

Linking justice, trust and innovative work behaviour to work engagement

Purpose – This study aims to examine the relationships among leader‐member exchange (LMX), innovative work behaviour (IWB), and intention to quit. The mediating role of work engagement is tested within the relationship of LMX, IWB, and intention to quit.Design/methodology/approach – Respondents to a survey were 979 Indian managerial employees working in six service sector organisations in India. Structural equation modelling was used to test hypothesised relationships.Findings – Results suggest quality of exchanges between employees and their immediate supervisors influences engagement. Work engagement correlates positively with innovative work behaviour and negatively with intention to quit. Work engagement mediates the relationship between LMX and innovative work behaviour, and partially mediates intention to quit.Research limitations/implications – A cross‐sectional design and use of self‐reported questionnaire data is a limitation of this study. Since the study focuses only on service‐sector organisat...

Linking LMX, innovative work behaviour and turnover intentions

Purpose – The purpose of this paper is to review and synthesise literature on the role of human resource practices (HRP) in shaping employee psychological contract (PC). Based on this review, a conceptual framework for examining the relationship between HRP and PC and their impact on employee attitudes as well as behaviour has been put forward for further examination.Design/methodological/approach – An extensive review of the literature, examining the role of HRP in influencing PC of employees, between the periods 1972 to 2007 has been conducted. Adopting the multi‐level approach, the paper discusses the role of individual variable (PC) and organisational variable (HRP) on employee attitudes and behaviours.Findings – The review brings to fore the following: the role of business and employment relationship strategy on HRP; the relationship between HRP and organisation culture as well as employees attitudes and behaviours; the relationship between HRP on and employee's psychological contract; and the modera...

Reviewing the relationship between human resource practices and psychological contract and their impact on employee attitude and behaviours: A conceptual model

The present study identifies core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the findings are discussed.

Antecedents and consequences of work-family enrichment among Indian managers

Purpose – The purpose of this paper is to evaluate the role of family support, co‐worker support, supervisor support, work‐life balance policies (WLBPs), work‐family culture and job characteristics, as the predictors of work‐to‐family (WFE) and family‐to‐work (FWE) enrichment. In addition, it explored whether such effects were gender specific by examining the moderating effect of gender.Design/methodology/approach – Data were obtained from a sample of 485 managers in India. Analysis was done using multiple regressions.Findings – Analyses revealed that family support, co‐worker support, supervisor support, WLBPs, work‐family culture and job characteristics predicted WFE while family support and job characteristics predicted FWE. Little moderating influence of gender was found. Gender moderated the relationship between WLBPs and WFE such that the relationship between the two was stronger for women as compared to men. Similarly, gender moderated the link between job characteristics and WFE such that the rela...

Examining the moderating influence of gender on the relationships between work‐family antecedents and work‐family enrichment

This study tests an integrated model of psychological contract breach, examining its antecedents, outcomes and mediators. Data were collected from 1302 managers working in eight private organizations. Results suggest that leader–member exchanges and perceived organization support relate to psychological contract breach, which, in turn, relates to affective commitment, intention to quit and innovative work behaviours. Trust in employer mediated psychological contract breach and work outcomes. Studying psychological contract breach in India adds to the sparse but growing literature concerning organizational behaviour in India.

Shivganesh Bhargava

Papers

Linking LMX, innovative work behaviour and turnover intentions

Reviewing the relationship between human resource practices and psychological contract and their impact on employee attitude and behaviours: A conceptual model

Antecedents and consequences of work-family enrichment among Indian managers

Examining the moderating influence of gender on the relationships between work‐family antecedents and work‐family enrichment

The role of social exchange on work outcomes: a study of Indian managers