The use of the psychological contract to explain turnover intentions in the hospitality industry: a research study on the impact of gender on the turnover intentions of highly educated employees
By R. Blomme, D. Tromp, Arjan van Rheede. 2010
262 citations recorded by the source corpus.
Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/6172909d68eda8decfa20f86586912b68f49535b
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In Gender Studies
In Organizational Behavior and Human Resource Management
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Citations in the corpus
- Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, methodology): “The second section consisted of fifty-nine items and was based on Ten Brink’s (2004) validated psychological contract questionnaire that offers a detailed breakdown of different dimensions of the psychological contract (Blomme et al., 2010).”
- Benevolent leadership and psychological well-being (2016, background): “Very few studies to date have explored the psychological contract in a hospitality setting (Blomme et al., 2010; Kelley-Patterson and George, 2001; Lub et al., 2012).”
- Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015, background): “…whereas a perceived breach of contract has been associated with reduced organizational commitment, increased counterproductive work behaviors and stronger intentions to leave the organization (Ng et al., 2010; Blomme et al., 2010; Jensen et al., 2010; Guzzo & Noonan, 1994; Guzzo et al., 1994).”
- Organizational Justice and Job Outcomes: Moderating Role of Islamic Work Ethic (2015, methodology): “We used gender as control variable because of its possible effects on job outcomes (Blomme et al. 2010).”
- Revisiting talent management, work-life balance and retention strategies (2015, background): “Other studies (Blomme et al, 2010; Lub et al,(2012); Tsui et al, 2013) examined the role that D ow nl oa de d by U ni ve rs ity o f M on ta na A t 2 1: 12 0 3 A pr il 20 15 ( PT ) 8 the psychological contract plays in the intention to leave an organization; Blomme et al’s (2010) study is…”