Balancing psychological contracts: Validation of a typology

Cuyper, Nele De; Rigotti, Thomas; Witte, Hans De; Mohr, Gisela

doi:10.1080/09585190801953590

Cited by 63 publications

(67 citation statements)

References 54 publications

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“…The recent empirical research supports this presumption. For example, research establishes that contingent (versus permanent) workers perceive fewer employer obligations (De Cuyper, Rigotti, De Witte, & Mohr, 2008;Van Dyne & Ang, 1998), fewer relational obligations (Chambel & Alcover, 2011;De Cuyper & De Witte, 2006;Isaksson, De Cuyper, Bernhard, & De Witte, 2010), and more transactional (i.e., economic) obligations (Millward & Hopkins, 1998). …”

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Psychological Contracts in a Nontraditional Industry

O’Leary-Kelly

Henderson

Anand

et al. 2014

Group & Organization Management

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This research examined the employment contracts and experiences of information technology contractors working on H-1B visas for bodyshopping firms in the United States. Examination of these nontraditional workers allows for the emergence of insights that promote theory development on psychological contracts (PCs). In a qualitative study of 54 Indian contractors, we identified experiences that both contradict and further develop our currently limited understanding of the PC development process. Specifically, we found evidence of underdeveloped contracts, different PC content, missing PC elements, a high frequency of breach, PCs becoming more transactional over time, and the significant role of context in the PC development process. We discuss the implications of our findings related to these nontraditional workers for research on PCs. research-article2014O' Keywords psychological contracts, qualitative analysis, social exchange, sense-making, attitudesAt its most fundamental level, the employee-employer relationship is defined by the expectations each holds for the other. One of the best conceptual vehicles for describing these expectations is the psychological contract (PC), which reflects beliefs held by employers and employees about their reciprocal obligations and entitlements (Rousseau, 1995). Because the PC reflects the employee's beliefs regarding the employment relationship, it is a primary lens through which employee experiences are filtered, making it central to understanding employee attitudes and behaviors.Research on PCs has progressed at an impressive rate over two decades and a useful set of findings has emerged (Robinson & Brown, 2004;Shore et al., 2004). Coexistent with this progress, however, is an undercurrent of concern regarding "invisible workers" (Shore et al., 2004), those who have been less-often studied in PC research (McLean Parks, Kidder, & Gallagher, 1998;Shore et al., 2004;Turnley & Feldman, 1999). As far back as 1999, Turnley and Feldman cautioned that "a disproportionate share of research in this area has examined the transition of predominantly white, upper-middle-class males graduating from top-tier MBA programs into large, prestigious corporations" (p. 383) and a more recent assessment echoes this concern (Deery, Iverson, & Walsh, 2006). These criticisms suggest that a heightened focus on contingent workers-those who do not have "either an implicit or explicit understanding that employment will be continuous or ongoing" (McLean Parks et al., 1998, p. 701), such as temporary workers, independent contractors, leased workers, and transnational workers-is important, given the diversity of work arrangements in the current global labor market (McLean Parks & Kidder, 1994;McLean Parks et al., 1998).Fortunately, researchers have rallied in response to this criticism and there is an increasing body of knowledge about the employment contracts of contingent workers. Early conceptual frameworks suggested that these contracts would be narrower (i.e., fewer obligations), more tang...

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confidence: 99%

Psychological Contracts in a Nontraditional Industry

O’Leary-Kelly

Henderson

Anand

et al. 2014

Group & Organization Management

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“…Coyle-Shapiro and Kessler, 2002;De Cuyper et al, 2008b). In particular, the number and the quality of content items vary (e.g.…”

Section: What Makes Nse-followers Different?mentioning

confidence: 99%

Non-standard employment and leadership research: On consequences for conceptualizing the leader–follower relationship

Winkler

2011

Leadership

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The article argues that non-standard employees (NSEs) perceive the employee-employer relationship and hence the leader-follower relationship differently, when compared to workers in standard employment contracts. It highlights relevant differences between employees in flexible employment contracts and standard employees. It seeks to demonstrate that the emerging NSEfollower has consequences for leadership research. Perhaps the most important ramification is that the implicit assumptions in conceptualizing the 'typical' leader-follower relationship may no longer be suitable, facing today's workplace reality. In this sense, in order to take the present and continuous changes in the workforce seriously the concepts and theories used in leadership research need to be rethought.

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“…Geleneksel sözleşmenin iş görenin davranışlarını olumsuz etkileme ihtimali daha yüksektir (De Cuyper, 2008). Rousseau ve Tijoriwala (1998) işverene duyulan güven ile geleneksel sözleşme arasındaki ilişkinin negatif yönlü olduğunu ortaya koymuştur.…”

Section: Psikolojik Sözleşme Türleriunclassified

“…Psikolojik sözleşmelerin neredeyse tamamının ekonomik odaklı olduğu kabul edilmektedir (De Cuyper, 2008). Kısacası halihazırda psikolojik sözleşmelerin tamamının geleneksel tarzda olduğu ifade edilebilir.…”

Section: Psikolojik Sözleşme Türleriunclassified

Kavramsal Bağlamı ve Olası Tartışma Alanlarıyla Psikolojik Sözleşme: Bir Gözden Geçirme Çalışması

Topcu¹,

Basim²

2016

Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi

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Çalışma hayatında işgücü verimliliği klasik yönetim anlayışının üzerinde durduğu önemli alanlardan birisi olmuştur. Teknolojik değişim, küreselleşme, kalite anlayışı, sürdürülebilirlik ve sosyal inovasyon yönetim anlayışını değiştirmiş ve işletmelerin hem iç hem dış çevresini şekillendirmiştir. Bu süreçte işgücü giderek daha da önem kazanmış ve değişen endüstriyel ilişkileri açıkla-mak için farklı kuram, yöntem ve araçlar kullanılmıştır. Bu bağ-lamda, çalışanların tutum ve davranışlarının belirleyicisi olan psikolojik sözleşme, işgören-işveren ilişkisini açıklamakta da faydalı olmaktadır. Ancak, çalışanların tutum ve davranışlarının anlaşıla-bilmesi için onların algılarının bilinmesine ihtiyaç bulunmaktadır. Psikolojik sözleşme yöneticilere bu bakış açısını sunabilen bir araç, bir yöntem niteliği taşımaktadır. Bu çerçevede, bu çalış-mada psikolojik sözleşmenin tanımı, kapsamı, boyutları ve gelişimi kuramsal yaklaşımlar bağlamında ele alınmakta, kuramsal eleştiriler incelenmekte ve gelecekteki çalışmalar için bazı öneri-lerde bulunulmaktadır.Anahtar Kelimeler: Psikolojik Sözleşme, Endüstriyel İlişkiler, Pozitif Psikoloji, İhlal Algısı A Review on Psychological Contract with Concepts and Possible Discussion Areas AbstractLabor producitvity is one of issues that classic management approach attaches great importance. Technological change, globalization, quality perception, sustainability, and social innovation made changes on management concept and formed both internal and external environment of enterprises. Meanwhile, stress on workforce has been ever grown. During this process, a great variety of theories, methodologies and tools are employed to explain changing industrial relations. To this end, pscyhological contract as a determinant of organizational attitudes and behaviors is also useful to explain employer-employee relationship. However, perception of employees are to be understood to conceive organizational attitudes and behaviors. Psychological contract is a tool, a methodology to provide this perspective to managers. Toward this end, this study reviews psychological contract concept, context, factors and evolution with a theoretical approach, evaluates theoretical critics, and makes some recommendations for future research.

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Balancing psychological contracts: Validation of a typology

Cited by 63 publications

References 54 publications

Psychological Contracts in a Nontraditional Industry

Psychological Contracts in a Nontraditional Industry

Non-standard employment and leadership research: On consequences for conceptualizing the leader–follower relationship

Kavramsal Bağlamı ve Olası Tartışma Alanlarıyla Psikolojik Sözleşme: Bir Gözden Geçirme Çalışması

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