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Purpose This study aims to examine the process model of quondam commitments (commitments employees used to have, but no longer have). It is part of a new perspective aimed at understanding better the concept of commitment, a powerful determinant of employee retention, by looking at gone commitments. Design/methodology/approach Drawing on a qualitative methodology recommended in the most recent commitment literature, life story interviews (Study 1 – flight attendants) and non-directive interviews (Study 2 – pilots) were conducted. Findings The authors propose a revised process model of quondam commitments, including the possible transformation of a commitment bond into a different type of psychological bond over time. Research limitations/implications The sample sizes are limited because of the qualitative nature of both studies, and the quondam commitment outcomes could only be studied at the individual level. However, the innovative nature of the work offers important contributions and avenues for research. Practical implications This study provides concrete perspectives for hospitality professionals to retain employees who question their relationship with work. Its relevance goes beyond the airline sector and can be applied to the hotel or restaurant industry, looking for solutions to deal with massive attrition. Originality/value This research contributes to filling three gaps identified in the commitment literature. It is one of the very rare studies considering closely both multiple targets and multiple types of psychological bonds. Moreover, it incorporates their dynamics, beyond the commitment bond, and suggests a refined model.

Purpose: This study aims to examine the process model of quondam commitments (commitments employees used to have, but no longer have). It is part of a new perspective aimed at understanding better the concept of commitment, a powerful determinant of employee retention, by looking at gone commitments. Design/methodology/approach: Drawing on a qualitative methodology recommended in the most recent commitment literature, life story interviews (Study 1 – flight attendants) and non-directive interviews (Study 2 – pilots) were conducted. Findings: The authors propose a revised process model of quondam commitments, including the possible transformation of a commitment bond into a different type of psychological bond over time. Research limitations/implications: The sample sizes are limited because of the qualitative nature of both studies, and the quondam commitment outcomes could only be studied at the individual level. However, the innovative nature of the work offers important contributions and avenues for research. Practical implications: This study provides concrete perspectives for hospitality professionals to retain employees who question their relationship with work. Its relevance goes beyond the airline sector and can be applied to the hotel or restaurant industry, looking for solutions to deal with massive attrition. Originality/value: This research contributes to filling three gaps identified in the commitment literature. It is one of the very rare studies considering closely both multiple targets and multiple types of psychological bonds. Moreover, it incorporates their dynamics, beyond the commitment bond, and suggests a refined model.

Whereas the concept of job satisfaction usually provides a short term perspective and centers on the individual inside the organization, the psychological contract theory offers a broader look at the relationships to one's employment on a longer terms and including the role of various stakeholders and the society as a whole (Rousseau 1995/2004). However, some of the most influential elements of the psychological contract seem to be unwritten, hence it is mainly in times of crises change and contractual violation or breach that the psychological contract's characteristics and efficacy can be observed and studied (De Rozario & Pesqueux, 2018). Air France and Air India are two major airline companies with have a long legacy. In their history, both have been pushed to the brink and had subsequently rebounded through various ways and means. Notwithstanding these turbulences, airhostesses of both organizations have waged innumerable battles and have shown tremendous resilience to stick to their respective organizations. Many elements show that the psychological contract is mainly of a relational nature. We want here to explore how such a contract forms in an airhostess or a steward, whether in terms of fierce crisis the contract nature may change and what kind of human resource strategy is or should be applied. Without aiming at answering these questions we had the feeling that the specific case of airhostesses could generate valuable insights on such questions. Seven series of life cycle interviews were conducted in Air India and Air France in order to understand the long-term dynamic of their attachment and their evaluation, and two former human resource directors were also interviewed about policies and practices vis-à-vis airhostesses. One of the most striking features that appeared from the LCI, was the marking remembrances of the affective relationship with planes, flying and airlines industries that most of the respondents recalled. The psychological contract seems

The Indian food processing industry is one of the largest in the world in terms of production, consumption, exports and growth opportunities. Small and medium-sized enterprises (SMEs) play a crucial role in this. Large manufacturing firms mainly dominate innovation studies in India. This paper sets out to answer the important question as to how SMEs manage innovation, given their limitations in resources and what are the factors which affectinnovation performance, given the resource constraint. To get a meaningful answer to the research question, this study considers the case of a medium enterprise in the south Indian state of Kerala called \"Canning Industries - Cochin\". The study results identify 7 major factors that affect innovation performance, namely technology, labor market, financial resources, top management commitment and customer and supplier relationships.

This study is aimed at understanding what is Employee Satisfaction and what are the major antecedents to it. This study further extends from this note and investigates a possible relationship between employee satisfaction and employee retention. Employee satisfaction from previous studies have been looked upon from various dimensions like Job Characteristics, Empowerment, Cultural Differences, Training & Development and Organization's Mission. In this paper we test the employee satisfaction level amongst the Airline employees at Trivandrum International Airport - South India. A questionnaire, capturing the above factors was circulated among 50 employees of various domestic airline companies of India. Results suggest that there is a positive satisfaction level among employees with respect to the various antecedents mentioned above. This is an on going research and further studies would check the consistency of our results with metropolitan airports in India. A further extension would be made as a comparison between the Indian and the French Aviation sectors to check whether the results are consistent with both countries.

Motivation is one of the most critical elements in the area of Human Resources Management. Enterprises design motivation systems not only to encourage employees to perform their best in the most efficient way, but also to attract future candidates to apply for specific posts. To be able to create an efficient motivation system, the key is to answer the question: What really motivates employees in an organization? This is an in - depth study of a Construction Consulting Company in Vietnam and the purpose of ou r research is to find the main factors affecting motivation amongst the employees of the company. A questionnaire survey was undertaken among 135 employees of the company to analyze their perceptions regarding motivation in workplace and also investigating the opinions of the coordinators of each department and also with the General Manager about this same issue. At the end of the study, we make some recommendations for the company to counter this issue. This study would be a prelude and of great help to managers and Human Resources professionals to raise the productivity of the company by increasing the motivation of their employees.

Indian food processing industry is one of the largest in the world in terms of production, consumption, exports and growth opportunities. SMEs play a crucial role within this. Large manufacturing firms largely dominate innovation studies in India. Innovation sources used by SMEs are often different from that of large firms. This paper focuses on exploring various sources of innovation adopted by food processing SMEs in Kerala, South India. Outcome suggests that SMEs use various sources like suppliers, competitors, employees, government/research institutions and customers to get new ideas.