Purpose – This paper aims to investigate how generational differences moderate the relationship between workplace fun and individual workplace outcomes. Design/methodology/approach – The authors review and integrate the literatures on workplace fun and generational theory and empirically...

Purpose – The purpose of this paper is to investigate how temporary agency workers’ job attitudes are influenced by the fulfilment of the psychological contract; a set of employees’ expectations, formed with the temporary work agency and its client: the host organisation....

Purpose – The purpose of this paper is to investigate the serially mediating mechanisms of organisational justice, organisational trust, and employee reactions in the relationship between transformational leadership and organisational performance. Design/methodology/approach – The study is...

Purpose – The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological contracts. Design/methodology/approach – Path analyses were conducted on the survey responses from Australian...

Purpose – An organisation’s management of talent is central to its opportunity to benefit from human capital (HC). Closer examination of the impact of strategic talent management (STM) on the psychological contract (PC) and employee organisation relationship of talented employees is...

Purpose – The aim of the current study is to examine the impact of high involvement work practices (HIWPs) upon trust and commitment in a non‐Western cultural context, namely the UAE. Design/methodology/approach – Quantitative, empirical data for the study were collected using...

Purpose – The study aims to analyze the differences between national and expatriate academic staff perception of organizational justice in Malaysian institutions of higher learning. It also explores the role of organizational justice in shaping teaching faculties' attitude (job satisfaction...

Purpose – This study aims at disentangling the different underlying motivations that drive workaholic and engaged employees to work excessively hard. The Mood as Input (MAI) model serves as an explanatory framework. The MAI model assumes that, dependent on the stop rule used, a different mood...