Journal articles: 'Psychological contracts'

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DWIYANTI, Retno, SUWARTI SUWARTI, and Tri NAIMAH. "The Role of Organizational Culture Factors to Psychological Contracts (Transactional Contracts, Balance Contracts, and Relational Contracts)." Journal of Advanced Research in Law and Economics 9, no. 8 (December 1, 2019): 2570. http://dx.doi.org/10.14505//jarle.v9.8(38).06.

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The exchange of relationships between employees and firms is influenced by the beliefs and values that hold the human resources in carrying out its obligations and its behavior within the organization. This study aims to determine how big the relationship and the role of organizational culture to psychological contracts. Data were collected using two scales, namely organizational culture scale, and psychological contract scale. The results showed that there was a very significant relationship between organizational culture and psychological contracts, with an effective contribution of 5.047 percent. Based on the analysis of the relationship between organizational culture factors with psychological contracts can be shown the result that the organizational identity factor has a positive and very significant relationship with the psychological contract, with an effective contribution of 10.609 percent. The results also show that the organizational identity factor has a positive and very significant relationship with the transactional psychological contract. The organizational identity factor has a positive and significant relationship with the balance psychological contract. Collective commitment factor and Stability of social system have a positive and very significant relationship with balance psychological contract. Collective commitment factors have a positive and highly significant relationship with the relational psychological contract.

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Millward, L. J., and P. M. Brewerton. "Contractors and their Psychological Contracts." British Journal of Management 10, no. 3 (September 1999): 253–74. http://dx.doi.org/10.1111/1467-8551.00131.

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Wu, Hao, Anusuiya Subramaniam, and Syafiqah Rahamat. "Mapping the Landscape of Psychological Contract Literature: A Scopus-Based Bibliometric Analysis." International Journal of Business and Management 7, no. 3 (June 30, 2023): 35–42. http://dx.doi.org/10.26666/rmp.ijbm.2023.3.6.

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The employment relationship between employees and organizations has changed with the advent of the knowledge economy era in the 21st century and the transformation of economic models. Psychological contracts are significant in understanding the employment relationship between employees and organizations. More and more scholars began to focus on psychological contracts. Therefore, the systematic arrangement of psychological contract literature is meaningful. This study used bibliometrics to review 2,097 articles and conference papers from psychological contracts. The Scopus database is the source of literature collection in this study. This study used VOSviewer and Microsoft Excel for the bibliometric analysis of these documents. Firstly, this study summarized the temporal trends and primary sources of psychological contracts. This study found an exponential increase in publications and a Matthew effect in sources of psychological contracts. Secondly, eight major co-authorship groups were found and discussed the significant contributions made by these scholars to psychological contract theory. Thirdly, this study also analyzed the countries, affiliations, funding sponsors, and subject areas of the psychological contract. Finally, the hot topic of psychological contracts and suggested future research were discussed. This study systematically summarized the literature on the psychological contract and future research direction.

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Ellis, Jennifer Butler. "Psychological Contracts." Management Communication Quarterly 20, no. 4 (May 2007): 335–62. http://dx.doi.org/10.1177/0893318906298929.

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Krasniqi, Armand, and Alma Shehu Lokaj. "EFFECTS AND CORRELATION BETWEEN PSYCHOLOGICAL AND EMPLOYEMENT CONTRACT: THE RELATIONSHIP BETWEEN THE ORGANIZATION AND EMPLOYEES." Journal Human Research in Rehabilitation 12, no. 1 (April 29, 2022): 87–94. http://dx.doi.org/10.21554/hrr.042211.

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The paper aims to research data on the psychological contract which in our country are almost unknown; provide suggestions emphasizing the importance of psychological contracts and fill the managerial and legal gaps faced by Kosovar organizations due to lack of information on psychological contracts. The paper is focused on determining the importance and role of psychological contracts in the formation of positive organizational relationships and maintaining the desired level of work, positive attitudes towards the work of employees in the business sector, etc. The paper provides knowledge and guidance to organizations on how to manage psychological contracts and pave the way for practical research of these contracts to local businesses. The paper presents a contribution to answering a number of questions on the economic value of the psychological contract between employees and management in Kosovo organizations based on the literature reviewed.Also, based on the studies conducted, our conceptual research emphasizes the importance of psychological contract in organizational behavior and the benefits that psychological contract brings to organizations. The paper itself represents originality and value for researchers, organizations in Kosovo and for later studies of the field.

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Driver, Michaela. "Drawing on the discursive resources from psychological contracts to construct imaginary selves: A psychoanalytic perspective on how identity work drives psychological contracts." Human Relations 71, no. 5 (November 10, 2017): 617–39. http://dx.doi.org/10.1177/0018726717733312.

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The study contributes novel theoretical perspectives for a more comprehensive and processual understanding of psychological contracts in the context of identity work. It builds on a psychoanalytic, specifically Lacanian, perspective to analyze 106 psychological contract narratives by employees of a wide range of organizations. Based on this analysis, the study suggests that psychological contracts can be understood as providing discursive resources on which narrators draw in complex and non-linear fashion to construct imaginary selves. Their inevitable unsettlement prompts both imaginary and symbolic responses that seem independent of the viability and type of psychological contract narrated. This suggests that identity work drives psychological contracts in surprising ways and empowers individuals as contract and identity-makers. Implications for psychological contract research are discussed.

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Oorschot, Jane, Gianna Moscardo, and Anna Blackman. "Leadership style and psychological contract." Australian Journal of Career Development 30, no. 1 (March 24, 2021): 43–54. http://dx.doi.org/10.1177/1038416220983483.

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This study explores the relationship between leadership style and psychological contract dimensions. The literature suggests that leaders in general and leadership style in particular can influence the psychological contracts of employees. Currently, there is no research as to how leaders perceive such contracts. This qualitative study presents the interview findings of twenty-three leaders working in public and private sector organisations. Differences were found between neutral and transformational leaders. Neutral leaders had a more transactional psychological contract, whereas the transformational leaders had a more relational psychological contract. This study adds to the literature as there is no current framework that considers the relationship between leadership styles with the psychological contract. Overall, the results indicate differences in psychological contract perceptions for different leadership styles.

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Gomes Maia, Leticia, P. Matthijs Bal, and Antônio Virgilio Bittencourt Bastos. "Changes to Newcomers’ Psychological Contract Over Time: The Interactive Effects of the Fulfilment of Employer and Employee Obligations." Universitas Psychologica 18, no. 1 (February 20, 2019): 1–13. http://dx.doi.org/10.11144/javeriana.upsy18-1.cnpc.

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The goal of this study was to examine changes in newcomers’ psychological contract over time. Based on schema theory and the post-violation model of the psychological contract, we theorized that psychological contract fulfillment is strengthening the psychological contract over time, while changes in the psychological contract are most likely to occur in a situation of low employer and employee fulfillment. In a sample of newcomers in a Brazilian public organization, we tested how the fulfillment of both employer and employee obligations explain the change in the psychological contract. The results support the hypotheses, and we found that the highest level of change in psychological contracts occurred when the fulfilments of the obligations of both parties were low. We discuss the implications for theory on the change in psychological contracts.

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Lee, Hung-Wen, and Ching-Hsiang Liu. "The relationship among achievement motivation, psychological contract and work attitudes." Social Behavior and Personality: an international journal 37, no. 3 (April 1, 2009): 321–28. http://dx.doi.org/10.2224/sbp.2009.37.3.321.

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Recently the business environment has changed greatly. Banks must increase operational efficiency and service quality to build competitive advantages. The priority for upgrading service quality is to improve employees' work attitude. Staff of banks were selected as subjects to explore the influences of achievement motivation, psychological contracts, and work attitudes. Results were: 1) Achievement motivation significantly influences psychological contract. 2) Psychological contract significantly influences work attitude. 3) Achievement motivation significantly influences work attitude. 4) Achievement motivation significantly influences work attitude through psychological contracts. It is recommended that when managers select staff, they should consider individuals with more achievement motivation, and who are willing to fulfill psychological contracts since they have a better work attitude.

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Thomas, Anitha. "Psychological Contract and its Relevance in Fast-Food Industry." Journal of Economics and Behavioral Studies 3, no. 6 (December 15, 2011): 337–44. http://dx.doi.org/10.22610/jebs.v3i6.288.

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Psychological contracts are defined as the beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organizations. The study aims at understanding the depth of Psychological contracts at Western Ahmedabad fast- food joints and its relation with employeeâ€™s commitment. It was indeed a challenge to understand Psychological contracts in this particular sector as its growing at a fast pace and evolving a cutthroat competition. Three Psychological Contract Variables- Relational, Balanced and Transactional were employed on 60 crew member from 7 FastFood Joints. A 16 item Psychological Contract inventory to measure employeesâ€™ commitment was adopted from PCI of Donald Cable. The study revealed all the three variables in the study, however where commitment was concerned the Dominant one was Transactional commitment. The work concludes with an orientation that, Psychological Contract Variables has lot to do with Lifesâ€™- Orientation of each individual employee.

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Nylund, Roger, and Niina Koivunen. "Nuorten insinöörien psykologinen sopimus teknologiateollisuudessa." Hallinnon Tutkimus 41, no. 1 (April 7, 2022): 67–83. http://dx.doi.org/10.37450/ht.108027.

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Psychological contracts of young engineers in technology industry This article explores the relationship and commitment of young engineers to their employers from the theoretical frame of psychological contracts. The understanding of such contracts is vital to organizations when attracting good employees and retaining them. The research questions focus on how young engineers build psychological contracts to employers and how line managers and HR personnel describe the same contract. The interview data are collected in four energy technology companies during 2012-2016 in Vaasa region. We show how young engineers have a loose relationship to the employer organization but a stronger one to their supervisor. Furthermore, young engineers show strong commitment to their own careers but vague understanding of the employer’s expectations for them. This outcome questions traditional psychological contracts and supports new psychological contracts that connect to oneself or one’s career aspirations.

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Vantilborgh, Tim, Jemima Bidee, Roland Pepermans, Jurgen Willems, Gert Huybrechts, and Marc Jegers. "Volunteers’ Psychological Contracts." Nonprofit and Voluntary Sector Quarterly 41, no. 6 (November 30, 2011): 1072–91. http://dx.doi.org/10.1177/0899764011427598.

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Blancero, Donna, George Marron, and Tom Keller. "Managing psychological contracts." Employment Relations Today 24, no. 2 (June 1997): 1–10. http://dx.doi.org/10.1002/ert.3910240202.

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Akmal, Akmal, and Elfitra Azliyanti. "Developing Psychological Contracts of Justice in Improving Employee's Satisfaction at Perum Damri." AMAR (Andalas Management Review) 3, no. 1 (May 24, 2019): 55–75. http://dx.doi.org/10.25077/amar.3.1.55-75.2019.

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This study aims to examine the predictors and consequences of a fair psychology contract. There are relationships between the degree of reciprocal trust and fair psychological contracts, reward mechanisms for fair psychology contracts, assessment of actual performance to a psychological contract of justice, intrinsic motivation to equitable psychology contracts, equitable psychological contracts on job satisfaction and Intrinsic motivation and Job satisfaction. The population of this study is 205 staff at Perum Damri Regional Division II and data was collected using a purposive sampling technique. The criteria of the respondents chosen were staff or employees who had worked in Damri's general company for at least 1 year. Data analysis techniques in research using software smart PLS 2.0 M3. This study contains 6 hypotheses and from the research, the results of reciprocal degrees of trust influence the fair psychology contract, but the progressive reward mechanism, the assessment of actual performance and intrinsic motivation have no effect. While fair psychology contracts and intrinsic motivation affect employee job satisfaction.

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Luo, Fang, Qiao Hu, and Caihong Sun. "Studying on the psychological contract of farmers behavior of transferring agricultural land in China." CNS Spectrums 28, S1 (March 2023): S16—S17. http://dx.doi.org/10.1017/s1092852923000846.

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BackgroundAt present, the social economy is in a period of fast-paced change in China, with various modes of production and life evolving and emerging. The transfer of agricultural land is the transformation of the utilization mode of the main factors of production in rural areas, and it is one of the contents of the social and economic reform in rural areas. In 2021, the area of rural land transfer is up to 3.7×1011 m2 in China, an increase of 4.3% over the previous year. 1,239 counties (cities, districts) and 18,731 townships have established agricultural land management rights transfer centers to provide services such as policy consultation, information release, and contract signing for both sides of the transfer. Farmers are the subjects of agricultural land management and transfer. Their behaviors are affected by their psychology to some extent. In the long-term, dynamic, and gradual process of agricultural land transfer, it is particularly important to respect farmers’ wishes, pay attention to farmers’ psychology, and guide farmers’ behavior. However, only a few written contracts were signed. Most are verbal agreements of spontaneous or collective land transfers. The verbal agreements auto-execute to some extent within certain limits. The goals of farmers in farmland transfer are diversified, and their cognition, willingness and psychological identity affect the performance of the contract and the effect of transfer.Subjects and MethodsThe psychological contract of agricultural land transfer can be defined as the transferor and transferee of agricultural land transfer. Through a certain psychological suggestion mode, through the subjective cognition and understanding of the rights and obligations of both parties, rather than the direct explicit expression, a contract relationship of rights and obligations is formed. The party awarding contract and the contractor are the subjects of agricultural land transfer. Therefore, the subjects of the psychological contract of agricultural land transfer include farmers, village collectives and enterprises, all of whom have equal status, forming their own psychological contracts. The forming process of the psychological contract of agricultural land transfer includes four steps. Step one is cognition and judgment. Both parties to the transfer are aware of and judge their own rights and obligations based on external environmental information and their own circumstances. Step two is psychological expectations. Before information is transmitted, both sides of the transmission transform cognition and judgment into psychological expectations. The third step is to convey psychological expectations. Both sides of transfer transmit psychological expectations by means of direct patterns, such as oral form and written form, and implicit ways, such as perception and comprehension. Step four is the formation of the psychological contract. Both sides of transfer reciprocally admit information of psychological expectations transmitted in implicit ways, forming psychological contracts. If they can’t come to an agreement on psychological contracts, a new four-step cycle is entered.ResultsThe forming of the psychological contract of agricultural land transfer is shown in Figure 1. First, farmers’ behavior background, such as the experiences of land lease and transfer, the targets of land transfer and education, has an effect on the building of psychological contracts and its type. On the one hand, the farmers who have the experience of land transfer and get high benefits from it are much more motivated than those who don’t have that experience or ever have dissension while transferring. On the other hand, the targets of transfer and the education level of farmers affect the type of psychological contracts. Second, Farmers’ subjective norms, mainly reflected in the difference in folk customs, will form various communication modes and take different measures to deal with breaching contracts while transferring. Third, farmers’ behavior cognition reflects in their comprehension of the capability of executing contracts, including bargaining power, decision-making level and managing modes of the rent. The ability of behavior cognition and control of farmers has a positive influence on their behavior intention and happened.ConclusionsAccording to the above results, in order to promote the reposeful transfer and orderly development of agricultural land, the following suggestions are proposed: The first is to improve the agricultural land transfer policy system, establish and improve the institutional environment for agricultural land transfer, create conditions for the establishment of farmers’ behavioral psychological contracts in the process of agricultural land transfers, and guide farmers to establish relationship psychological contracts. The second is to improve the market system, properly cultivate and develop agricultural land transfer intermediaries, reduce transaction costs, and reduce the probability of farmers’ psychological contracts being broken. The third is to guide farmers to establish a positive agricultural land transfer psychology based on their resource endowments such as labor force quality and cultural quality, and encourage farmers to make agricultural land transfer decisions such as subcontracting, leasing, reselling, and interchanging.Figure 1.Psychological contracts of agricultural land transfer forming

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Coyle-Shapiro, Jacqueline A. M., Sandra Pereira Costa, Wiebke Doden, and Chiachi Chang. "Psychological Contracts: Past, Present, and Future." Annual Review of Organizational Psychology and Organizational Behavior 6, no. 1 (January 21, 2019): 145–69. http://dx.doi.org/10.1146/annurev-orgpsych-012218-015212.

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We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psychological contract research. This discussion is organized around the expansion of resources exchanged and the antecedents of contract breach and outcomes, moving beyond reciprocity as an underpinning explanation. We highlight the practical implications of research to date on psychological contracts and end with directions for future research to include the need for greater attention given to ideological currency, employee health, polycontextual approaches, the role of psychological needs, and post-breach/violation.

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Botha, Larysa, and Renier Steyn. "Conceptualisation of Psychological Contract: Definitions, Typologies and Measurement." Journal of Social Science Studies 8, no. 2 (July 22, 2021): 1. http://dx.doi.org/10.5296/jsss.v8i2.18703.

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Background: Psychological contracts, and particularly the honouring of these contracts – are central to employee behaviour and organisational success. The interest of academics and practitioners in this construct is therefore understandable. However, due to the immense amount of information on the topic, a comprehensive review of the literature is necessary. Aim: The aim of this article is to present a critical review on the conceptualisation of the psychological contract, distilling and operationalising the concept, to ensure that debate and future research are linked to a dominant body of knowledge. Setting: Present literature on psychological contracts is fragmented as no conceptual standardisation exists. Method: A comprehensive literature review was conducted to obtain a large quantum of conceptualisations of the construct and evaluate these for breadth of adoption, consensus, and operationalisation. Results: After reviewing reputable sources published between 1960 and 2020, a standard definition proposed, the most recognised typologies specified, and sound measures identified. It was found that Rousseau’s (1995) definition and typologies (transactional and relational contracts) are still widely used, and that the measuring scale for transactional and relational contracts by Millward and Hopkins (1998) demonstrates good psychometric properties and broadly utilised. Conclusion: Since its inception, several amended definitions, typologies, and measurement of the psychological contract have been presented. Nonetheless, the original conceptualisations still seem to prevail. Managerial implications: Researchers and practitioners are now aware of the most widely adopted definitions, typologies and measuring instruments relating to psychological contract and these should guide them in future discussions and research in the field.

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Handayani, Erna, Heru Kurnianto Tjahjono, and Akhmad Darmawan. "Uniqueness of psychological contract in a faith-based organization (FBO)." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 6 (October 26, 2020): 58–64. http://dx.doi.org/10.20525/ijrbs.v9i6.912.

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This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.

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Respati, Yudit Ayu, Wahyu Rusdiyanto, Clarissa Yovianingtyas, and Anas Tajudin. "Understanding Millennial Generation Organizational Social Exchange through Psychological Contract." Jurnal Economia 19, no. 1 (April 30, 2023): 95–111. http://dx.doi.org/10.21831/economia.v19i1.52667.

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The rise of the millennial generation, especially in Indonesia, has overtaking the majority of various workplaces. Millennial workers are likely to have different characteristics from the previous generation, so the leader needs to adjust the treatment to create millennials’ job satisfaction and engagement. This study aimed to analyze the effect of psychological contracts on work engagement with job satisfaction as a mediating variable. This study used an explanatory method with a quantitative approach. The data was collected using a questionnaire and was analyzed using Partial Least Square software. There were four main findings in the study. First, psychological contracts, both transactional and relational, had a significant effect on job satisfaction. Second, transactional psychological contracts had a significant effect on work engagement. Third, job satisfaction mediated the relationship between transactional and relational psychological contracts with work engagement. Fourth, the rational psychological contract was not the main factor in increasing work engagement.

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Conway, Neil, and Jacqueline A. M. Coyle-Shapiro. "RECIPROCITY AND PSYCHOLOGICAL CONTRACTS: EMPLOYEE PERFORMANCE AND CONTRACT FULFILLMENT." Academy of Management Proceedings 2006, no. 1 (August 2006): Q1—Q6. http://dx.doi.org/10.5465/ambpp.2006.22898644.

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de Rozario, Pascale, and Rémi Jardat. "Psychological contracts in organizations." Annales des Mines - Gérer et comprendre 106, no. 4 (2011): 95. http://dx.doi.org/10.3917/geco.106.0095.

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Thomas, David C., Stacey R. Fitzsimmons, Elizabeth C. Ravlin, Kevin Y. Au, Bjørn Z. Ekelund, and Cordula Barzantny. "Psychological Contracts across Cultures." Organization Studies 31, no. 11 (November 2010): 1437–58. http://dx.doi.org/10.1177/0170840610380811.

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This paper explores the relationship between national culture and individuals’ psychological contracts. Predicted relationships were drawn from prior theory that identified cognitive and motivational mechanisms through which culture manifests its influence. The dominant forms of psychological contracts were evaluated against predictions based on the national-level cultural values of vertical and horizontal individualism and collectivism in four countries. Results of interviews with 57 participants indicated that French interviewees (vertical individualist) described their psychological contracts as primarily exploitive, Canadians (horizontal individualist) as primarily instrumental, Chinese (vertical collectivist) as primarily custodial and Norwegians (horizontal collectivist) as primarily communitarian. Exploration of the conditions under which patterns deviated from those predicted by the theory indicates potential areas for future theoretical development.

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Morrison, David E. "Psychological contracts and change." Human Resource Management 33, no. 3 (1994): 353–72. http://dx.doi.org/10.1002/hrm.3930330305.

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe 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 understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract 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 understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (November 2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe 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 understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1977) and Super (1957), we derive insights into the preferred contributions and inducements, respectively, at various points of an employee's career lifecycle. These insights will help organizations create desirable psychological contracts and retain valued employees.

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Edwards, John C., and Steven J. Karau. "Psychological Contract or Social Contract? Development of the Employment Contracts Scale." Journal of Leadership & Organizational Studies 13, no. 3 (February 2007): 67–78. http://dx.doi.org/10.1177/10717919070130030601.

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Syrek, Christine J., and Conny H. Antoni. "Psychological Contract Fulfillment and Employee Responses to Pay System Change." Journal of Personnel Psychology 16, no. 4 (October 2017): 172–85. http://dx.doi.org/10.1027/1866-5888/a000186.

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Abstract. The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment of relational psychological contracts, while the fulfillment of transactional psychological contracts may be crucial for employees’ pay and bonus satisfaction. We assessed 143 employees nested within 34 teams before and after (24 months) a pay for performance (pfp) system was introduced. Our results supported the mediation hypotheses considering job and pay satisfaction, but not considering commitment. Unexpectedly, the effect on bonus satisfaction was mediated via relational psychological contracts.

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Syahril, Imran, Didik Subiyanto, and Ignatius Soni Kurniawan. "Building Organizational Citizenship Behavior Through Psychological Contract Mediation and Exogenous Variables Transformational Leadership and Organizational Support of Ny. Suharti Fried Chicken Restaurant Employees." Jurnal Manajemen Bisnis 13, no. 1 (March 31, 2022): 138–67. http://dx.doi.org/10.18196/mb.v13i1.12876.

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Research aims: This study aims to find out the effect of the strategy on building organizational citizenship behavior because the low level of organizational citizenship behavior causes the company to be unable to increase its effectiveness.Design/Methodology/Approach: In this study, the total population was 70 employees of fried chicken Ny. Suharti. The data collection method used the questionnaire method, while the technique for data analysis employed the classic assumption test, hypothesis testing, linear regression, and Sobel Test.Research findings: From this study, we found that (1) there was a positive result and significant effect of transformational leadership on psychological contracts (Y1), (2) there was a positive result but not significant effect of organizational support on psychological contracts, (3) there was a positive result with significant effect of transformational leadership on organizational citizenship behavior, (4) there was a positive result with significant effect of organizational support on organizational citizenship behavior, (5) there was a positive result but not significant effect on the influence of organizational support on psychological contracts, (6) there was a positive result but not significant effect of transformational leadership on organizational citizenship behavior, and (7) there was a positive result but not significant effect of the organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees of fried chicken restaurant Ny. Suharti.Theoretical contribution/Originality: This study contributes to the understanding of the effect of transformational leadership on psychological contracts, organizational support on psychological contracts, transformational leadership on organizational citizenship behavior, organizational support on organizational citizenship behavior, organizational support on psychological contracts, and organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees.Practitioner/Policy implication: Based on the analysis results, not all variables had a positive and significant effect except for transformational leadership on psychological contracts, transformational leadership on organizational citizenship behavior, and organizational support on organizational citizenship behavior; other than these variables, it showed positive reluts but insignificant.Research limitation/Implication: The research was only conducted at the fried chicken restaurant, Ny. Suharti. Therefore, the data collected had a low level of normality.

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Putro, Taufik Achmad Dwi, Luthfina Yani, Bunga Nur Aini, and Oom Qomariyah. "Kontrak Psikologis, Keterlibatan Kerja, dan Intensi Turnover Generasi Milenial." Intuisi : Jurnal Psikologi Ilmiah 12, no. 3 (June 6, 2021): 353–64. http://dx.doi.org/10.15294/intuisi.v12i3.24461.

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Penelitian ini bertujuan untuk menguji peran kontrak psikologis dan keterlibatan kerja terhadap intensi turnover pada tenaga kesehatan generasi milenial. Penelitian ini menggunakan dua dimensi kontrak psikologis yaitu dimensi transaksional dan relasional. Hipotesis pada penelitian ini adalah terdapat peran kontrak psikologis dan keterlibatan kerja terhadap intensi turnover pada tenaga kesehatan generasi milenial di rumah sakit. Partisipan pada penelitian ini berjumlah 118 tenaga kesehatan generasi milenial. Alat ukur yang digunakan yaitu Skala Intensi Turnover, Psychological Contract Inventory, dan Skala Keterlibatan Kerja. Analisis regresi ganda dilakukan untuk mengolah data yang diperoleh. Hasil uji regresi berganda menunjukkan nilai F=25.273 pada taraf signifikansi (p0.01). Hal ini menunjukkan hipotesis penelitian ini diterima, bahwa terdapat peran yang signifikan dari kontrak psikologis dan keterlibatan kerja terhadap intensi turnover. Kontrak psikologis dan keterlibatan kerja memiliki nilai sumbangan efektif dalam memprediksi intensi turnover sebesar 39,9%. Kontrak psikologis dan keterlibatan kerja dapat dijadikan sebagai usaha bagi perusahaan untuk mengurangi intensi turnover pada karyawan generasi milenial. Perusahaan dapat mengurangi intensitas turnover tenaga kerja generasi milenial dengan lebih memperhatikan pemenuhan kontrak psikologis karyawan baik transaksional maupun relasional.This study aims to examine the role of psychological contracts and job involvement in turnover intention in millennial generation health workers in hospitals. This study uses two psychological contracts dimensions, namely the transactional and relational dimensions. The hypothesis in this study is the role of psychological contracts and job involvement in turnover intention in millennial generation health workers in hospitals. Participants in this study totalled 118 millennial generation health workers. Measuring instruments used are Turnover Intention Scale, Psychological Contract Inventory and Work Engagement Scale. Multiple regression analysis was performed to process the data obtained. The results of multiple regression tests showed the value of F=25,273 at the significance level (p0.01). This shows that the research hypothesis is accepted, there is a significant role of psychological contracts and work involvement towards turnover intention in millennial generation health workers. Psychological contracts and work involvement have an effective contribution value in predicting the turnover intention of 39.9%. Psychological contracts and work involvement can be used as an effort for companies to reduce turnover intentions on millennial generation employees. Companies can reduce the turnover intensity of millennial generation by paying more attention to fulfilling employeesâ€™ psychological contracts, both transactional and relational.

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Li, Chunhui. "Psychological Factors and Innovation Performance of Scientific and Technological Personnel: The Mediating Role of Proactive Behavior and the Moderating Role of Organizational Support." Scientific Programming 2022 (July 7, 2022): 1–10. http://dx.doi.org/10.1155/2022/5886648.

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The personal innovation of scientific and technological personnel not only provides the fundamental power for the innovation of enterprises, but also lays a solid foundation for enterprises innovation. In current study total 1050 scientific and technical staff questionnaires, empirical analysis of individual psychological contracts, psychological capital on personal proactive behavior of the employees, and a unique performance mechanism were used. The result can be drawn that the psychological contract of an individual and psychological capital factors on personal proactive behavior are more meaningfully and positively linked to innovation performance, intermediary between individual innovation performance, organizational support in individual psychological contracts, psychological capital, and proactive behavior.

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Dwiyanti, Retno, Hazalizah Binti Hamzah, and Nurul Binti Abas. "Job satisfaction, psychological contracts, and turnover intention." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 6 (October 20, 2019): 96–104. http://dx.doi.org/10.20525/ijrbs.v8i6.319.

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Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable, VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

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Kim, Ko-Woon. "When Expatriates Feel Betrayed: Perceived Psychological Contract Violation and Its Consequences and Potential Moderators." International Academy of Global Business and Trade 19, no. 2 (April 30, 2023): 77–95. http://dx.doi.org/10.20294/jgbt.2023.19.2.77.

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Purpose - Given the fact that a majority of multinational enterprises (MNEs) are still heavily reliant on expatriates for critical functions abroad, expatriate management is crucial to MNEs in today’s global business environment. In this context, increasing attention has been devoted to the psychological contract as a useful explanatory tool for understanding expatriate management. In spite of a growing recognition of its importance in expatriate management, the psychological contract has not yet been sufficiently studied in the multi-layered context of expatriation. Therefore, this paper aims to explore expatriate psychological contracts in the multicontextual nature of expatriation. Design/Methodology/Approach - Drawing upon social exchange theory and equity theory, this paper develops a conceptual framework for the relationship between perceived psychological contract violations and work-related outcomes and proposes the contextual moderators of this relationship at the individual, organizational, and national levels, respectively. Findings - Four research propositions are developed around the proposed conceptual model, such that expatriates that perceive a violation of the psychological contract have significantly lower job satisfaction and commitment to the MNE. Moreover, the moderating effects of individual (e.g., cultural intelligence), organizational (e.g., the extent of cross-cultural training), and national (e.g., cultural distance) factors on the relationship between perceived psychological contract violations and expatriate attitudinal outcomes are suggested. Research Implications - This paper can vastly increase the current understanding of psychological contracts by broadening its application beyond the domestic employee-employer relationship. It also provides relevant insight into expatriate management.

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Ronnie, Linda. "Turnover intention of public sector workers in South Africa across gender and race: The moderating role of psychological contract type and organisational commitment dimension." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 30–54. http://dx.doi.org/10.25159/2520-3223/5851.

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The purpose of this quantitative cross-sectional study was to investigate the relevance of gender and race to turnover intention among public sector workers (PSW) through the moderation of psychological contract type and organisational commitment dimension. The research hypotheses in this study set out to test relationships between psychological contract type and turnover intention and between organisational commitment dimension and turnover intention. Using gender and race as key variables, further hypotheses tested whether significant differences in PSW psychological contract type existed; whether differences in PSW organisational commitment dimensions were present; and whether significant relationships between psychological contract type, organisational commitment and turnover intention were found. A survey was conducted with 211 PSW in a provincial government department in the Western Cape, South Africa. In terms of turnover intention, the results showed that coloured and white PSW were the groups that showed a positive relationship between transactional psychological contracts and an intention to leave the public sector. For white PSW, this was paradoxically coupled with high levels of continuance commitment. This is a significant finding because high levels of this form of commitment temper the turnover intention of this group. Across gender and race, relational psychological contracts were positively correlated with affective and normative commitment and inversely related to turnover intention. PSW holding relational psychological contracts experienced high levels of emotional attachment and loyalty to the public sector which contributed significantly to a desire to remain with their employer. The study addresses a conspicuous and important gap in the literature and suggests a number of recommendations for public sector management in South Africa in the light of the findings.

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Rezania, Davar, and Robert Gurney. "The Effect of Coaching Practices on Psychological Contract Fulfillment of Student-Athletes." Physical Culture and Sport. Studies and Research 71, no. 1 (October 1, 2016): 21–29. http://dx.doi.org/10.1515/pcssr-2016-0016.

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AbstractWe examine the relationships between coaching practices, psychological contract fulfillment and the impact it has on satisfaction and in-role behavior of student-athletes. We surveyed a total of 183 student-athletes in Canada. Utilizing Partial Least Squares path modeling algorithm, the results confirm that the extent of psychological contract fulfillment is positively related to satisfaction and role-behavior. In addition, practices of compensation, information sharing, and security (i.e. ensuring continuation of position on the team) are related to fulfillment of psychological contracts. However, the data does not provide support for the idea that training is related to the fulfillment of psychological contracts. The results suggest that universities can manage students-athletes’ expectations by institutionalizing coaching practices that signal commitments for compensation, information sharing, and provide assurance of position on the team. Such practices have potential to improve the athlete’s performance.

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Thompson, Jeffery A., and David W. Hart. "Psychological Contracts: A Nano-Level Perspective on Social Contract Theory." Journal of Business Ethics 68, no. 3 (April 29, 2006): 229–41. http://dx.doi.org/10.1007/s10551-006-9012-x.

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Mallette, Claire. "Nurses’ work patterns: perceived organizational support and psychological contracts." Journal of Research in Nursing 16, no. 6 (September 29, 2011): 518–32. http://dx.doi.org/10.1177/1744987111422421.

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With unfolding human resource challenges in health care, little is known of the impact of changing work patterns and employment relationships on the organization and the nursing profession. Social Exchange Theory (perceived organizational support (POS) and psychological contracts) was used to gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes. The sample consisted of 650 randomly selected nurses employed in full-time, part-time, and casual positions across healthcare settings in Ontario, Canada. A cross-sectional survey design explored demographics, volition, POS, psychological contract, job satisfaction, career commitment, and job and career withdrawal. Work patterns and employment relationships are complex and cannot be examined in isolation of other variables such as volition and work congruence. Full-time nurses were found to have more of a relational psychological contract than part-time or casual nurses. The hypothesis was supported that the psychological contract has a direct effect on nurses’ job satisfaction, job withdrawal, career commitment, and career withdrawal. Nurses want to work different work patterns depending on their age and work-life demands. The importance of fostering strong employment relationships and relational psychological contracts to address such issues as an ageing workforce, nursing shortages, and economic demands is highlighted.

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Atkinson, Carol, and Els Pareit. "Psychological contracts of international business travellers." Personnel Review 48, no. 7 (November 4, 2019): 1701–15. http://dx.doi.org/10.1108/pr-06-2016-0142.

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Purpose The purpose of this paper is to explore the nature of psychological contracts of international business travellers (IBTs), a new form of expatriate that has arisen from the growing need for alternative forms of internationally mobile talent. The research is conducted in Belgium, a country recognised as a global hub in which international assignments are essential to economic success. Design/methodology/approach Research in respect of IBTs is limited and semi-structured interviews are used to explore Belgian employee perspectives. Findings The contract is more relational in nature than might be expected with an idiosyncratic mix of relational and transactional obligations. Research limitations/implications The research is small-scale and qualitative and not widely generalisable. Further it presents only employee perspectives. Nevertheless it generates rich insights into a phenomena about which little is known. Practical implications The findings develop understanding of how to manage the valuable strategic resource that is the IBT. Originality/value First, the research is of value to the International Human Resource Management field in developing understanding of a newly emerging form of international employee, the IBT. Second, it contributes to psychological contract research in both developing understanding the transactional/relational balance and in generating much-needed rich and nuanced qualitative data.

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Tekleab, Amanuel G., Lyonel Laulié, Ans De Vos, Jeroen P. De Jong, and Jacqueline A.-M. Coyle-Shapiro. "Contextualizing psychological contracts research: a multi-sample study of shared individual psychological contract fulfilment." European Journal of Work and Organizational Psychology 29, no. 2 (April 23, 2019): 279–93. http://dx.doi.org/10.1080/1359432x.2019.1608294.

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Lo Presti, Alessandro, Amelia Manuti, and Jon P. Briscoe. "Organizational citizenship behaviors in the era of changing employment patterns." Career Development International 24, no. 2 (May 7, 2019): 127–45. http://dx.doi.org/10.1108/cdi-05-2018-0137.

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Purpose The increasing flexibility and discontinuity of labor relations have been associated with the development of new forms of psychological contracts as well as the development of more self-directed and mobile career attitudes. The purpose of this paper is to examine the relationship between the forms of psychological contract and protean/boundaryless career attitudes on the one hand and organizational citizenship behaviors (OCB) on the other. Design/methodology/approach In total, 458 employees of three large Italian organizations were sampled through a self-report questionnaire. Zero-order correlations were carried out to examine the associations between study variables while dominance analysis, along with multiple linear regression, was used for evaluating their unique contribution with respect to OCB. Findings OCB were positively predicted by relational and balanced psychological contracts, protean career attitude and boundaryless mindset. Practical implications Organizations must pay particular attention to the content of the psychological contract and the career attitudes of their employees because they influence their willingness to carry out OCB. Originality/value The results add new evidence to the careers literature in terms of boundary conditions with regard to the effects of protean and boundaryless career attitudes as well as different forms of psychological contracts.

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Wiseman, Mbongiseni Khanyeza, and Katrodia Ankit. "A study on the impact of employee involvement towards psychological contract fulfilment in a public TVET college." Journal of Human Resource Management – HR Advances and Developments 2022, no. 1 (October 21, 2022): 14–29. http://dx.doi.org/10.46287/jhrmad.2022.25.1.2.

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Purpose – Psychological contracts are of paramount importance in organisa-tions as they determine if the objectives of the organisation will be met successfully. They determine if the culture within the organisation will be conducive for the attainment of the predetermined goals. This study scruti-nised the significance of making employees feel involved in every decision and action taken that involved their jobs, if it had any effect in the fulfilment of those psychological contracts. Aim – The main objective of the study is to investigate the influence em-ployee involvement has on the fulfilment of the psychological contracts within the public TVET college. Design/methodology/approach – An online questionnaire was adminis-tered to a sample of 113 Mnambithi TVET college employees at Ladysmith campus, as well as the central administration office. Findings - The sample was chosen using a stratified sampling method. 92 questionnaires were returned with responses. For the analyses and inter-pretation descriptive analysis, mean standard deviation and corelation have been used. In computing the results to test the relationship between in-volvement and psychological contract fulfilment, a correlation coefficient was used as a measure. Limitation of the study – The limitations of this research project were that it was only conducted in one college in KZN and due to logistical hindrances, only one campus and a central administration office were used in selecting the sample. As a critical point of discussion, the effect employee involve-ment has on psychological contracts fulfilment could be tested throughout all colleges in the province or even in the country. Future Research- Further research on the following can be suggested as further limitations of this research output.If employee involvement has a causal effect on psychological contract fulfilment. The degree of involve-ment in different ranks in the institution (for example, between managers and subordinates). How psychological contracts fulfilment affects turnover rate in the TVET sector. Originality/value – The results of the data analysis showed that there is a significant relationship between the two constructs.

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Dai, Wujun. "An Analysis of Students’ Work Values Education Strategies and Environment Based on Psychological Contract." Journal of Environmental and Public Health 2022 (August 31, 2022): 1–9. http://dx.doi.org/10.1155/2022/4798768.

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An implicit agreement between people and organizations is known as a psychological contract. It represents what each party anticipates from the other in terms of giving and receiving. The psychological contract theory has forced ideological and political educators to adapt their ideas and develop new teaching strategies. The psychological expectations of the educatees can be fully mobilized and the value orientation of both sides tends to be consistent through the creation of a strong psychological contract between the educators on both sides, which will help to increase the efficacy of ideological and political education. There is theoretical and empirical support for the organizational remedy after a psychological contract breach. Student work is intended to meet the individual needs of students or the needs of society, resulting in two completely distinct values, namely, values based on individuals and values based on societies. Students’ work in the new era should be a harmonious blend of personal values and social values. In the study, students’ work values fluctuated about 70% of the time, and psychological contracts had a significant impact on those work values. In the past 50 years, the psychological contract theory has seen the development and refinement of its theoretical framework, the clear definition of its content and organizational principles, the behavior research following psychological contract rupture and breach, the establishment and compensation of psychological contracts, and more. The process of organization management has benefited from the continuous concretization and expansion of its application field as a management theory and method.

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Teahen, Julia, Samantha D. Hansen, Violet Ho, and Denise M. Rousseau. "Then & Now: Psychological Contracts." Academy of Management Proceedings 2020, no. 1 (August 2020): 10139. http://dx.doi.org/10.5465/ambpp.2020.10139symposium.

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Tomprou, Maria, and Min Kyung Lee. "Psychological Contracts in Algorithmic Management." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 12894. http://dx.doi.org/10.5465/ambpp.2019.12894abstract.

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Berman, Evan M., and Jonathan P. West. "Psychological Contracts in Local Government." Review of Public Personnel Administration 23, no. 4 (December 2003): 267–85. http://dx.doi.org/10.1177/0734371x03259295.

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Jones, Audrey Elizabeth, and Sally Sambrook. "Psychological contracts of hospice nurses." International Journal of Palliative Nursing 16, no. 12 (December 2010): 599–606. http://dx.doi.org/10.12968/ijpn.2010.16.12.599.

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Hendry, Chris, and Romy Jenkins. "Psychological contracts and new deals." Human Resource Management Journal 7, no. 1 (January 1997): 38–44. http://dx.doi.org/10.1111/j.1748-8583.1997.tb00272.x.

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Jones, A., and S. Sambrook. "Psychological contracts of hospice nurses." BMJ Supportive & Palliative Care 1, no. 2 (September 1, 2011): 225. http://dx.doi.org/10.1136/bmjspcare-2011-000105.62.

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Shield, Richard, Richard Thorpe, and Annette Nelson. "Hospital mergers and psychological contracts." Strategic Change 11, no. 7 (2002): 357–67. http://dx.doi.org/10.1002/jsc.611.

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‘Akinwale, Akeem Ayofe, Adetunji Oluseyi Shadare, and Mustapha Olanrewaju Aliyu. "BREACH OF PSYCHOLOGICAL CONTRACTS AND DISCRETIONARY BEHAVIOUR IN NIGERIAN ACADEMICS." Vol 11 No 1 (2021) 11, Number 1 (January 31, 2021): 21–44. http://dx.doi.org/10.32890/jbma2021.11.1.2.

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This study explored the breach of psychological contracts and discretionary behaviour by Nigerian academics. A survey was employed to elicit information from 378 academics that were randomly selected from 7,131 academics in federal universities in the North-Central Nigeria. The results from the hypotheses testing revealed that most of the universities in the North-Central zone did not comply with the psychological contract (as supported by the negative results from statistical estimates and Levene’s t-values). There was a positive correlation between breach of psychological contract and organisational citizenship behaviour (OCB) as well as positive relationship between breach of psychological contract and deviant workplace behaviour (DWB) (r=0.196; p<0.05 and r=0.126; p<0.05, respectively). The breach of psychological contract has influenced academics in different ways showing a tendency for OCB and DWB. Unfortunately, the tendency for DWB outweigh that of OCB. Therefore, academics who uphold OCB despite the perceived BPC should be encouraged to sustain their good behaviour.

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Journal articles on the topic 'Psychological contracts'

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