Prashant Bordia's research while affiliated with Australian National University and other places
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Publications (141)
Are late careers worth studying in their own right? The way we think and reason about older workers and late careers—in scholarship and in practice—has been disproportionately informed by a research paradigm that focuses on age differences among employees, which captures how older workers on average differ from younger workers on average. While thi...
Multiple language use in multinational corporations (MNCs) crossing linguistic boundaries can lead to code-switching and the creation of hybrid languages. Hybrid languages in MNCs can facilitate or impede organizational processes. The source of such ambiguous findings may lie in individuals’ attitudes toward hybrid languages. The sociolinguistics l...
I-deals are a key method for organizations to retain and motivate employees, yet little research has investigated employee motivations for seeking i-deals and antecedents to request and receipt. We examine these largely invisible antecedents of i-deals in the context of older workers, a cohort of increasing importance in the workplace. Through them...
Customer mistreatment events play a major role in employees’ subsequent customer service behaviors. We extend this line of research by developing a self‐verification account of the relationship between customer mistreatment and customer‐directed OCBs (OCB‐Cs) by examining theoretically prescribed novel mechanisms (i.e., self‐verification) and bound...
Conventional wisdom views the parent-child relationship as unilateral: Parents' actions upstream flow downstream to shape their children's development. However, scholars have proposed that this view of parenting is lopsided; children may influence their parents no less than parents influence children. We apply this bilateral perspective in a reexam...
Resources are vital for older worker effectiveness and well-being, yet limited attention has been paid to the antecedents of resources. Drawing together the rich cross-disciplinary literature on resources, and through the lens of cumulative disadvantage and resource passageways, we review the individual, organizational, and institutional factors th...
In Australia, employers are legally required to ensure, as far as reasonably practical, that they do not place the mental health of their employees at risk. Because of the critical role of supervisors in responding to their employees’ stress, it is important to understand the strategies supervisors use, as well as the challenges faced by supervisor...
Organizations benefit from older workers’ contributions even past the threshold of retirement, yet little is known about what motivates older workers to pursue bridge employment in their current organizations. Perceived organizational support (POS) typically helps organizations retain employees, yet some older workers may ironically be repelled by...
Retirement transition has become a prolonged process of adaptation, including changes in role identity. However, there is a dearth of research on the process by which retirees cope with the role transition, including how pre‐retirement role identities shape the transition, the forms of identity work undertaken by retirees, and the unfolding nature...
This research builds on prior studies showing that the role of employee emotion recognition in the stress process to be mixed and conflicting. As such, it was proposed that the extent to which employees' emotion recognition skills buffer or exacerbate emotional demands depends on the extent to which employees believe their supervisor also is skille...
Purpose:
Groups’ perceptions of their supervisors’ conflict management styles (CMSs) can have important implications for well-being. Rather than being examined in isolation, supervisor CMSs need to be considered in the context of supervisors’ emotional ability and the amount of conflict in workgroups. This paper aims to investigate the three-way in...
[This corrects the article DOI: 10.3389/fpsyg.2019.00448.].
For older workers, self-employment is an important alternative to waged employment. Drawing on social learning theory and social cognitive career theory we examine how attitudes toward one’s own aging, future time perspective (captured by perceived time left to live) and perceived support from referent individuals predict self-efficacy for entrepre...
Service workers are expected to maintain high‐quality service delivery despite customer mistreatment—the poor‐quality treatment of service workers by customers—which can be demeaning and threatening to self‐esteem. Although service work is increasingly delivered by middle‐aged and older workers, very little is known about how employees across the a...
The literature on cognitive job demands across the lifespan is fragmented and lacking a coherent theoretical framework. This article presents a review of the theoretical approaches and empirical findings on how cognitive job demands relate to strain across the lifespan. We position the demands-strain relationship within the broader context of the s...
International students have a substantial presence in western business schools. Yet, research on international students’ experiences remains sparse. Following recent calls to understand the international student–educational institution relationship, we examine the content, formation, and fulfilment of their psychological contract. We conduct a qual...
Customer mistreatment is a ubiquitous and pernicious form of interpersonal mistreatment leveled by customers against employees. Service workers’ reactions to customer mistreatment have been traditionally viewed as tit-for-tat reactions in which service workers respond to customers’ aggression with retaliation in kind. However, this tit-for-tat acco...
Drawing on the dualistic model of passion, we conducted a construct validation of the passion for work scale across four samples of employees and students. Specifically, we tested the two-factor structure of the model and examined the convergent, discriminant, and criterion validity of passion for work against conceptually similar work motivation a...
This paper examines the relationship between psychological contract breach and insomnia among older workers (aged 40 years and up). Drawing upon the conservation of resources theory, we conceptualize breach as a stressful event characterized by a perceived threat, failure to gain, or actual loss of valued resources, which increases psychological di...
Parents contribute a great deal to their children’s career development. Despite the central importance of the self-concept to career development, little research has examined the role played by parental engagement in the link between the child’s self-concept and career development. Integrating self-verification and career construction theories, we...
Support is often proposed as a way in which supervisors can help employees cope with the negative impact of role stressors and other workplace demands (also referred to as the stress-buffering effect). However, there are numerous findings of reverse-buffering effects of support in the stressor–strain relationship. In the present research, the exten...
Purpose
This study investigated the moderating effect of intergroup contact on the relationship between the race composition of organizational representatives, perceived similarity, and minority applicant attraction.
Design/Methodology/Approach
344 minority Malaysian-Chinese university students read a job advertisement that varied the racial compos...
Objective:
This research undertook a time-ordered investigation of Australian employees in regards to their experiences of change in psychosocial work factors across time (decreases, increases, or no change) in the prediction of psychological, physical, attitudinal, and behavioral employee strain.
Methods:
Six hundred and ten employees from 17 o...
Purpose
– This study aims to investigate the extent to which employee outcomes (anxiety/depression, bullying and workers’ compensation claims thoughts) are affected by shared perceptions of supervisor conflict management style (CMS). Further, this study aims to assess cross-level moderating effects of supervisor CMS climate on the positive associat...
Employees’ psychological contracts comprise their beliefs about what they have to contribute to their organizations and what inducements they will receive in return. One recommended approach to attract and retain employees is to design psychological contracts that allow them to contribute in desirable ways and receive attractive inducements. Howeve...
Language holds a central role in sustainable international expansion for multinationals. The choice of the functional language can facilitate or hinder communication between headquarters and subsidiary locations. In order to communicate effectively with the parent organization, host country employees often have to adopt a language that is not nativ...
Drawing from the social cognitive theory (Bandura, 1986), we examined the role of parental support, teacher support, and career decision-making self-efficacy as sources of career optimism. We tested our proposed model using 235 computer science majors from a large university in the Philippines. Surveys were conducted over two measurement periods (1...
Despite their significant presence in western business schools, the needs and experiences of international students have not been adequately reflected in the business education literature. We draw upon psychological contract theory – used to understand employer–employee relationships – to develop a novel theoretical model on the international stude...
Purpose
– The purpose of this paper is to test a multilevel model of the main and mediating effects of supervisor conflict management style (SCMS) climate and procedural justice (PJ) climate on employee strain. It is hypothesized that workgroup-level climate induced by SCMS can fall into four types: collaborative climate, yielding climate, forcing...
Applications of social exchange theory in organizational research have tended to ignore the resource context and its impact on a focal dyadic social exchange. Integrating insights from the social exchange theory and the conservation of resources theory, we examine the role of resource availability in the social exchange of resources. The type of so...
This paper examines the relationship between psychological contract breach and employee well-being among older workers (aged 40 years and up). Drawing upon the Conservation of Resources Theory (COR; Hobfoll, 1989), we conceptualize breach as a stressful event characterized by resource loss which increases employee psychological distress consequentl...
Two studies that examined the role of revenge in rumor transmission and involved working adults as participants are reported. Study 1 used hypothetical scenarios to manipulate organizational treatment of an employee and the believability of a rumor. Participants had higher intention to transmit a harmful rumor when the organization broke job-relate...
As the proportion of older employees in the workforce is growing, researchers have become increasingly interested in the association between age and occupational well-being. The curvilinear nature of relationships between age and job satisfaction and between age and emotional exhaustion is well-established in the literature, with employees in their...
Drawing from the Social Cognitive Career Theory, we examined the relationship between work-family conflict and late-career workers’ intentions to continue paid employment. We test the mediating roles of self-efficacy, outcome expectations, and preferences to continue paid employment as well as the moderating role of financial satisfaction at the ag...
This paper presents the validation of the Career Adapt-
Abilities Scale (CAAS) in the Philippine context. The CAAS consists of
four subscales, with six items each, measuring self-regulative
psychosocial resources (e.g., concern, curiosity, control, and
confidence) for coping with occupational tasks and transitions. Filipino
university students (N =...
The “bottom-up” self-organization of shared sense-making and group decision-making through rumor (unverified information statements in circulation) was investigated in two computer-mediated laboratory experiments on the effects of network clustering (i.e., structural “cliquishness”). Participants in 27 (Study 1) and 33 (Study 2) 16-person laborator...
In this paper, we examine the influence of contract importance, feelings of violation, and workplace familism on the relationship between psychological contract breach and organizational deviance. Results from a study of 168 supervisor–employee dyads in a pharmaceutical organization suggest that (a) feelings of violation mediated the relationship b...
This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) among Australian university students (N = 555). Results demonstrated adequate levels of test retest reliability (r = .61 to .76) and internal consiste...
This study reports on differences in self-labelling versus the behavioural experience of workplace bullying across sectors and industries for a sample of 6,406 Australian employees, as well as differences in source of workplace bullying. It was found that overall prevalence rates of workplace bullying were 2.9% (self-labelling method) and 4.0% (beh...
The authors develop and test a moderated mediation model that accounts for employee emotions (psychological contract violation), employee motivation (revenge cognitions), employee personality (self-control), and context (perceived aggressive culture) in the relationship between psychological contract breach and workplace deviance. In Sample 1, invo...
The unfolding model emphasizes the role of shocks (jarring events that initiate exit cognitions) in the turnover process. In contrast to earlier survey-based research, we used exit interviews to classify organizational leavers along the model's paths. The data provide support for the model but highlight several aspects of shocks not addressed by pr...
The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an...
The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an...
The employer-employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited theorizing understanding on how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs sta...
The current study extends past research by examining leader–member exchange as a mediator of the relationship between employee reports of psychological contract breach and career success. In addition, we tested a competing perspective in which we proposed that performance mediators (i.e., in-role performance and organizational citizenship behaviors...
Change management research has largely ignored the effects of organizational change management history in shaping employee attitudes and behavior. This article develops and tests a model of the effects of poor change management history (PCMH) on employee attitudes (trust, job satisfaction, turnover intentions, change cynicism, and openness to chang...
The 3rd Australian Industrial and Organisational Psychology Conference was attended by 497 industrial and organisational psychologists from Australia, New Zealand, North America, Europe, and Asia. One hundred and twenty eight individual contributions were organised into nine invited symposia (comprising 33 abstracts), six symposia (comprising 20 ab...
Politicians do it, corporations do it, and defendants in court do it. Many social encounters involve denials of rumours or accusations of wrongdoing. However, denials are not always effective. Sometimes, denials lead to an even more negative evaluation of the target of the rumour (in other words, the denial 'boomerangs'). We argue that this is more...
Most modern models of personality are hierarchical, perhaps as a result of their development by means of exploratory factor analysis. Based on new ideas about the structure of personality and how it divides into biologically based and sociocognitively based components (as proposed by Carver, Cloninger, EUiot and Thrash, and ReveUe), I develop a ser...
Adopting a multifoci approach to psychological contract breach (i.e., breach by the organization referent and breach by the supervisor referent), the authors propose a trickle-down model of breach. Results from three studies show that supervisor perceptions of organizational breach are negatively related to supervisor citizenship behaviors toward t...
Fulfillment of students' expectations in the educational context is likely to generate a sense of satisfaction and well-being. The current study examines the association between students' perceptions of psychological contract breach and their psychological well-being and satisfaction in a project collaboration context with a thesis advisor. The mod...
Leader-member exchange (LMX) has been characterized as a form of social support capable of buffering the effects of negative work experiences. However, employees with high-quality relationships with leaders in the organization may have stronger negative reactions when psychological contracts are breached. Thus, while a social support perspective wo...
PurposeThe purpose of the study was to examine the combined interactive effects of a situational variable (procedural justice) and
a dispositional (equity sensitivity) variable on the relationship between breach and employee outcomes.
Design/methodology/approach Data were obtained from 403 full-time employees representing a wide variety of busines...
Organizations today expect employees to manage their own career development although some will provide extra opportunities. We do not know exactly how career self-management impacts on employees' organizational commitment in terms of affective, normative and continuance components. This paper is based on the model of organizational commitment put f...
Organizations today expect employees to manage their own career development although some will provide extra opportunities. We do not know exactly how career self-management impacts on employees' organizational commitment in terms of affective, normative and continuance components. This paper is based on the model of organizational commitment put f...
The present study examines the consequences of abusive supervision in an educational setting. The study contrasts the cross-domain stress-buffering hypothesis with the within-domain stress exacerbation hypothesis in examining the moderating role of advisor and team member support on the relationship between abusive supervision and student outcomes...
In a rapidly changing world, with constantly shifting dynamics, organizational change may prove essential if businesses are to continue to succeed. The majority of research on organizational change adopts a macro outlook, focusing on strategic issues from the perspective of the organization and its management. In this volume we undertake a micro pe...
Research on psychological contract breach has referenced social exchange as its dominant theoretical foundation. In this study, we draw insights from the group value model as a theoretical extension to explain employees' negative responses to psychological contract breach. According to the group value model, fair treatment by group members communic...
In this article, psychological contract breach, revenge, and workplace deviance are brought together to identify the cognitive, affective, and motivational underpinnings of workplace deviance. On the basis of S. L. Robinson and R. J. Bennett's (1997) model of workplace deviance, the authors proposed that breach (a cognitive appraisal) and violation...
This research addresses international students' perceived institutional obligations in management education. Perceptions of obligations arise from explicit/implicit promises made by universities during the recruiting stage. We apply the psychological contract theory - widely used in organizational behavior to understand the employee-employer relati...
Purpose
The purpose of this paper is to examine the influence of organizational level on employees' perceptions and reactions to a complex organizational change involving proposed work force redesign, downsizing and a physical move to a new hospital.
Design/methodology/approach
Participants included executives, supervisory and non‐supervisory staf...
Management development is increasingly adopted by organizations seeking to attract and retain talented employees. This research project assessed the current state of management development in Australia. Specifically, this paper sought to identify variables associated with management development effectiveness. A model of management development effec...
This study tests the effects of psychological contract breach on several employee outcomes: workplace deviant behaviours directed at the organization (WD-O) and its organizational members (WD-I), in-role performance, and organizational citizenship behaviours directed at the organization (OCB-O) and its co-workers (OCB-I). It also examines the moder...
Change management research has largely ignored the effects of organizational change history in shaping employee attitudes and behavior. This paper develops and tests a model of the effects of poor change management history on employee attitudes (trust, job satisfaction, turnover intentions, change cynicism and openness to change) and voluntary turn...
The term ‘rumor’ is often used interchangeably with ‘gossip’ and ‘urban legend’ by both laypersons and scholars. In this article we attempt to clarify the construct of rumor by proposing a definition that delineates the situational and motivational contexts from which rumors arise (ambiguous, threatening or potentially threatening situations), the...
Each day, we struggle to distinguish rumor from fact. Did the U.S. government blow up levees in New Orleans during Hurricane Katrina? Did American soldiers use night-vision goggles to spy on Iraqi women in Fallujah during the Iraqi War? These reports, taken from national and international media accounts, turned out to be false. In
Rumor Psychology...
The consequences of demographic dissimilarity for group trust in work teams was examined in a virtual (computer-mediated) and a face-to-face (FTF) environment. Demographic dissimilarity (based on age, gender, country of birth, enrolled degree) was predicted to be negatively associated with group trust in the FTF environment but not in the computer-...
This study examined the role of team identification in the dissimilarity and conflict relationship. We tested competing predictions that team identification would either mediate or moderate the positive associations between visible (age, gender and ethnic background), professional (background) and value dissimilarity and task and relationship confl...
This article presents a three-dimensional definition space of the group development literature that differentiates group development models on three dimensions: content, population, and path dependency. The multidimensional conceptualization structures and integrates the vast group development literature, enabling direct comparison of competing the...
Rumors collected from a large public hospital undergoing change were content analyzed, and a typology comprising the following five broad types of change-related rumors was developed: rumors about changes to job and working conditions, nature of organizational change, poor change management, consequences of the change for organizational performance...
The present study addresses the call for theory-based investigations on workplace familism. It contributes to the literature by proposing and testing the moderating role of workplace familism between psychological contract breach and civic virtue behaviour. We surveyed 267 full-time employees and found main effects of both types of workplace famili...
Knowledge sharing is an essential component of effective knowledge management. However, evaluation apprehension, or the fear that your work may be critiqued, can inhibit knowledge sharing. Using the general framework of social exchange theory, we examined the effects of evaluation apprehension and perceived benefit of knowledge sharing ( such as en...
Denial is a commonly used strategy to rebut a false rumor. However, there is a dearth of empirical research on the effectiveness of denials in combating rumors. Treating denials as persuasive messages, we conducted 3 laboratory-based simulation studies testing the overall effectiveness of denials in reducing belief and anxiety associated with an e-...
In this study, we investigated the relationships between psychological contract breach, affective commitment, and two types of employee performance (i.e. civic virtue behaviour and in-role performance). It was predicted that an experience of contract breach can severely hurt the affective commitment of the employees and this, in turn, results in po...
Water quality is a key concern in the current global environment, with the need to promote practices that help to protect water quality, such as riparian zone management, being paramount. The present study used the theory of planned behaviour as a framework for understanding how beliefs influence decisions about riparian zone management. Respondent...
The present study addresses the call for empirical-based examinations of the psychological contract breach -- LMX relationship. It contributes to the literature by linking the two streams of knowledge, proposing and testing the mediating role of LMX between psychological contract breach and employee performance. We also examined the moderating role...
This study developed and tested a model of job uncertainty for survivors and victims of downsizing. Data were collected from three samples of employees in a public hospital, each representing three phases of the downsizing process: immediately before the announcement of the redeployment of staff, during the implementation of the downsizing, and tow...