Individualism, collectivism, selected personality traits, and psychological contract in employment

Jun Zhao · Lijun Chen

39 citations0/0 files storedManagement Research News

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Job Satisfaction and Organizational Behavior Higher Education and Employability Cultural Differences and Values

Abstract

Purpose This study seeks to examine the relationship between individual's cultural values of individualism, collectivism, selected personality traits and the psychological contracts they tend to form. Design/methodology/approach Surveys were used to collect data from China and US sample sets. Multiple regression analyses were conducted to explore the impact of selected cultural values and personality traits on individuals' tendency to form transactional contract or relational contract. Findings Personality characteristics of equity sensitivity and external locus of control were found to be positively related to transactional contract type for both samples, and conscientiousness was found to be positively related to relational contract, but the relationship was only found for the Chinese sample. The impact of the individualistic cultural value on the type of psychological contract one forms with the employer is uncertain, but the individualism value was found to have a mediator effect between age and transactional contract type for the Chinese sample. Practical implications The study contributes evidence that can help explain why employees who face the same job conditions and employment relationships may develop different psychological contracts with their employers. The finding on the mediating effect of individualism between age and transactional contract highlight challenges faced by managers in China's changing economy in terms of motivating and retaining young employees. Originality/value The study contributes to research on personality and psychological contracts. In the domain of personality, the study attempts to explore how personality affects organizational behavior. From the perspective of psychological contract, the paper contributes evidence that can help explain why employees who face the same job conditions and employment relationships may develop different psychological contracts with their employers.

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References

1966Generalized expectancies for internal versus external control of reinforcement.1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 2002Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences 1990An alternative "description of personality": The Big-Five factor structure.1976Individualism and Collectivism 1989Psychological and implied contracts in organizations 1995Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements 2001Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

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2009The Potential Role of Organizational Setting in Creating “Entitled” Employees: An Investigation of the Antecedents of Equity Sensitivity 2020The interplay between relational and transactional psychological contracts and burnout and engagement 2016The Dynamic Role of Social Exchange and Personality in Predicting Turnover Intentions among Professional Workers 2014The Psychological Contracts of Older Employees

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