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

Value congruence with the organization has shown a positive relationship with job performance of employees. This study aims to identify the impact of work relationships (LMX) and individual factor (CSE) on this relationship. We hypothesize that leader member exchange (LMX) and core self-evaluation (CSE) would interact with work value congruence (VC) to effect job performance. In a sample of 868 employees from various organization in India, we found LMX and CSE have positive moderation with VC to effect job performance. The results contribute to person-environment fit literature by demonstrating the buffering nature of LMX and CSE for low value congruence to increase job performance.

/pdf/work-value-congruence-and-job-performance-buffering-role-of-2w74nvrqk3.pdf

Work Value Congruence and Job Performance: Buffering Role of Leader Member Exchange and Core Self Evaluation

The impact of human resource management (HRM) practices on talent development and innovative work behaviour (IWB) has attracted considerable research attention in recent times, with the advent of k...

Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms

Personality variables have been widely used to predict job performance. However, according to an interactionist perspective, behaviour is affected by both situation and performance. So we expect pe...

https://journals.sagepub.com/doi/pdf/10.1177/0972150918803833

Moderating Effect of Situational Factors on Core Self-Evaluation and Performance Relationship:

There have been numerous empirical attempts to examine the outcomes of the psychological contract. However, efforts to investigate its contents, i.e. what constitutes a PC and what are its underlying dimensions have been meagre. This paper examines the contents of the PC in India. The study was conducted in two stages. In study 1, exploratory factorial analysis (EFA) on a sample of 228 managerial employees revealed a four-factor structure (growth and development opportunities, work culture, salary and benefits and resource availability) of the PC. Confirmatory factor analysis (CFA) employed on a sample of 340 employees from different management levels, in study 2, confirmed the four-factor structure. The findings of this paper revealed that employees expect their organisations to provide them with relational PC contents such as growth and development opportunities and supportive work culture, followed by salary and benefits and resource availability, with a classification transactional. As a practical imp...

Examining psychological contract contents in India: the employee perspective

The study examines the effect of goal orientation (GO; performance and learning) and situational strength at work on task performance (TP). A survey of 823 managers from different organizations was undertaken. Structural equation modelling was utilized to determine the validity of measures, and multiple hierarchical regression analysis was conducted to test hypotheses. GO was found to have a significant effect on TP. Moderating effect of the situation on performance goal orientation and TP relationship was also found. Situational strength did not moderate learning goal orientation and performance relationship. The finding indicates that for managerial job, change in constraint affects job performance more than a change in consequences. The study contributes to achievement goal theory by refining its boundaries. It discusses the contribution of the findings to literature and their applications.

Shivganesh Bhargava

Papers

Work Value Congruence and Job Performance: Buffering Role of Leader Member Exchange and Core Self Evaluation

Impact of HRM practices on innovative behaviour: mediating role of talent development climate in Indian firms

Moderating Effect of Situational Factors on Core Self-Evaluation and Performance Relationship:

Examining psychological contract contents in India: the employee perspective

Effect of Goal Orientation on Task Performance: Moderating Role of Situational Strength at Work