Travel Reference
In-Depth Information
In summary, the impact of investing in discre-
tionary HR practices is an important topic both
from an academic and practitioner perspective
as it addresses the “value-added” not only with
respect to the HR function, but in the ability to
more clearly recognize the relationship between
these discretionary HR practices and employee
attitudinal (psychological contract fulfillment) and
behavior outcomes. It is evident from the results
of this study that training and development, per-
formance management, and employee involvement
practices directly influence psychological contract
and OCBs.
Some limitations which necessitate caution in
accepting the results of this study. First, we fol-
lowed the traditional view that breach and fulfill-
ment are on a single continuum. Future studies
may need to investigate the effects of both breach
and fulfillment on outcomes. Second, we collected
data from the same respondents. Longitudinal and
dyad data may be needed to minimize the effect of
common method bias.
tract Fulfillment on Hotel Employees' Organizational
Citizenship Behaviors.
Proceeding of the 5th. Interna-
tional Conference on Business and Economic Research
(ICBER2014), Kuching, Malaysia, 24-25 March,
2014.
ISBN: 978-967-5705-13-7.
Hemdi, M.A., Hanafiah, M.H. & Tamalee, K. (2013).
The Mediation Effect of Psychological Contract Ful-
fillment on Discretionary Human Resource Practices
and Organizational Citizenship Behaviors of Hotel
Employees.
Proceeding of The 4th International Con-
ference on Business, Economics and Tourism Manage-
ment (CBETM2013), 1-5, Jeju Island, Korea, 19-20
Oct 2013
. ISBN: 978-981-07-8017-3
Hemdi, M.A. & Rahim, A, R. (2011). The Effect of
Psychological Contract and Affective Commitment
on Turnover Intentions of Hotel Managers.
Interna-
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, 2 (23),
76-88,
Special Issues December 2011
. ISSN 2219-1933
(Print), 2219-6021 (Online).
Hemdi, M.A. & Rahman, N. A,. (2010). Turnover of
hotel managers: Addressing the effect of psychologi-
cal contract and affective commitment.
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influence of organizational justice on hotel employ-
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intentions.
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and Tourism
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Li, x., Frenkel, S.J. & sanders, K. (2011). Strategic HRM
as process: How HR system and organizational cli-
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ACKNOWLEDGEMENT
The authors wish to thank Universiti Teknologi
MARA (UiTM) for the financial support via the
Research Incentive Faculty (RIF) grant [600-RMI/
DANA 5/3/RIF (721/2012)] to carry out and pub-
lish this research.
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