Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers
By X. Lub, M. Bijvank, P. M. Bal, R. Blomme, René Schalk. 2012
249 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/bd0afb3863f287ec0716381d866219a9dbc46dcb
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Gender Studies
In Organizational Behavior and Human Resource Management
In Sociology and Political Science
Citations in the corpus
- One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, methodology): “Another, more detailed typology of psychological contracts departing from a content- based fulfilment of obligations is perhaps better understood in the light of generation-specific HRM practices in organizations (Lub et al. 2012).”
- Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry (2013, background): “As a result, they are often described as being very comfortable with changes (Lub et al., 2012; Eisner, 2005).”
- Revisiting talent management, work-life balance and retention strategies (2015, background): “; India (Guchait and Cho, 2010), Taiwan (Tsui et al, 2013; Yang, 2010), the Netherlands (Lub et al, 2012), Cameroon (Karatepe, 2012), and China (He et al, 2010; Kong et al, 2012; Qu and Zhao, 2012).”
- High‐performance work practices, work social support and their effects on job embeddedness and turnover intentions (2013, background): “Moreover, there is still a high turnover rate in the hotel industry (Crick and Spencer, 2011; Lub et al., 2012).”
- Millennials’ work values: differences across the school to work transition (2015, background): “, 1999) and individual work aspects, rather than relying on idiosyncratic sets of work value items or factors as is the case in previous studies of Millennials’ work values (e.g. Bristow et al., 2011; Chen and Choi, 2008; Lub et al., 2012; Twenge et al., 2010).”