The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing the extent of consistency between employee and employer beliefs regarding their exchange agreement, the present study mapped the variation and consequences of mutuality and reciprocity in psychological contracts. Results indicate that both mutuality and reciprocity are positively related to archival indicators of research productivity and career advancement, in addition to self-reported measures of Met Expectations and intention to continue working with the employer. Implications for psychological contract theory are presented.

Informal social networks in organizations shape how employees understand their employment relationship. Networks can aid or undercut HR efforts to promote psychological contracts that benefit both employees and the employer. Data collected from 96 university faculty members demonstrate that network influence from both social status in the organization's larger informal structure and local ties with socially proximate colleagues shape psychological contract beliefs. Specific effects, however, vary by type of contract term. When contract terms involve resources employees compete for (e.g., opportunities for career advancement), effects are found for social status, such that those who are better positioned in the advice network hold more positive beliefs regarding the extent of the employer commitment. When contract terms involve noncompetitive resources broadly available to all employees (e.g., concern for employee well‐being), network effects reveal comparable beliefs between those who share a direct friendship tie (cohesion) or the same friends in common with other faculty members (structural equivalence). Implications for research and HR practice are discussed.

Aun cuando el estudio de la satisfacción laboral ha concentrado un gran interés científico durante buena parte del último siglo, todavía resulta sorprendente cuan fragmentado se encuentra el campo y cuan limitados han  sido los esfuerzos de integración. Este artículo se propone identificar los principales factores que han sido señalados en la literatura empírica como determinantes de la satisfacción laboral, a partir de una revisión de investigaciones publicadas en revistas científicas de alto impacto durante las últimas dos décadas. Los  resultados revelan una insuficiencia de investigaciones que hayan estudiado de manera simultánea los efectos de determinantes disposicionales y situacionales sobre la satisfacción laboral. Finalmente, se analizan los  principales vacíos existentes en la literatura y se sugieren líneas potenciales de investigación.

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