Documents Dysvik, Anders 2 results

" This study investigates the relationship between perceived investment in employee development (PIED) and the internal employability efforts that such perceptions are assumed to influence under the terms of the ‘new psychological contract'. A cross-sectional survey among 238 employees in a Norwegian IT and management consulting firm provides support that PIED relates positively to employees' openness to develop themselves and adapt to changing work requirements (‘internal employability orientation') and their active pursuit of new competencies and career trajectories within the organization (‘internal employability activities'). However, our findings challenge widely held claims that investment in employee development elicits these responses by way of the reciprocal mechanisms of a social exchange relationship. While PIED is found to relate positively to employees' perceptions of a social exchange relationship with their organization, these positive exchange experiences are not supported to influence internal employability outcomes. Our findings do support, however, that PIED relates negatively to perceived economic exchange relationships that in turn undermine internal employability orientations. Suggestions for future research and implications for practice are discussed."

"This study investigated the mediating role of the psychological climate for cooperation in the client organization on the relationship between temporary employees' perceived investment in permanent employee development in the client organization, and exchange perceptions and exchange outcomes, among 2022 temporary employees. After controlling for perceived investment in the temporary employees themselves, the results suggest that the psychological climate for cooperation in the client organization partly mediated the relationship between temporary employees' perceived investment in permanent employee development and social exchange perception, and fully mediated the relationship between temporary employees' perceived investment in permanent employee development and economic exchange perception. Moreover, social exchange perception was positively related to work quality, work effort and organizational citizenship behaviour, whereas economic exchange perception was negatively related to work effort and organizational citizenship behaviour. "