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Employment Contracts, Psychological Contracts, and Employee Well-BeingAn International Study$
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David E. Guest, Kerstin Isaksson, and Hans De Witte

Print publication date: 2010

Print ISBN-13: 9780199542697

Published to Oxford Scholarship Online: September 2010

DOI: 10.1093/acprof:oso/9780199542697.001.0001

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Establishing the Main Determinants of Worker Well‐Being

Establishing the Main Determinants of Worker Well‐Being

(p.185) 8 Establishing the Main Determinants of Worker Well‐Being
Employment Contracts, Psychological Contracts, and Employee Well-Being

David E. Guest (Contributor Webpage)

Michael Clinton

Oxford University Press

The full model that informs the research explores the potential impact on well‐being of a range of potential factors including forms of organizational support, employability, features of the role and employment of choice as well as the psychological contract. This chapter draws together the data to provide a test of this full model. It shows that all these factors are significantly associated with outcomes such as well‐being, commitment and work‐related behaviour. However, when we explore their role as mediators between type of employment contract and outcomes, the results show that employment contracts often retain a significant association with well‐being and that temporary workers report more positive outcomes than permanent workers. This is contrary to our initial expectations but is a robust finding that remains after quite rigorous analysis.

Keywords:   organizational support, roles, employment of choice, employability, well‐being, workplace behaviour, employment contracts

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