Putting emotion first—an emotion-centred approach to understanding the psychological contract

Kiefer, Tina; Antoni, Anne

doi:10.4337/9781788115681.00012

Cited by 3 publications

(2 citation statements)

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“…The dynamic model of PC processes also conceptualized negative affect as an important mediator of PC evaluations and exit behaviors [See Figure 5 in Rousseau et al (2018) ]. Basically, individuals who experience negative PC evaluations are more likely to search for different employment or occupational options in order to achieve self-set goals, taking emotion as key information to create appropriate behavioral responses ( Kiefer and Antoni, 2019 ). These relationships suggest a mediation effect where PC fulfillment predicts turnover intentions through the effects of emotional exhaustion.…”

Section: Theory Developmentmentioning

confidence: 99%

Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence

2023

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As self-regulation theory has increasingly been used as a theoretical lens to explain the effects of psychological contract evaluations and employee outcomes, we test whether emotional intelligence (an ability for self-regulation) is a potential moderator of these relationships. More concretely, using a multiple times survey design in an education-based organization with 247 participants, we examined whether emotional intelligence moderates the mediation effect of emotional exhaustion on the relationship between psychological contract fulfillment and turnover intentions. Using a structural equations model (SEM) framework, our results support our hypotheses that individuals with low emotional intelligence do not experience the benefits of having fulfilled psychological contracts. Psychological contract fulfillment significantly reduces the likelihood of emotional exhaustion but only for individuals with high emotional intelligence. Consequently, turnover intentions are lower for emotionally intelligent individuals who experience the fulfillment of psychological contracts. Theoretical and practical implications are discussed. We conclude our study by suggesting that emotional intelligence should be considered as a relevant individual difference in future psychological contract research.

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Section: Theory Developmentmentioning

confidence: 99%

Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence

2023

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“…We examined general categories of negative (i.e., anger, frustration, betrayal, and disappointment) and positive emotions (i.e., happy, proud, and grateful) that are likely to be influential for broken and fulfilled promises, respectively. Future research may benefit from further expanding the scope of the emotions (e.g., anxiety, disgust, relief, and surprise) and/or examining specific discrete emotions to provide further precision in identifying how emotional responses can propel specific behavioral reactions (e.g., Kiefer & Antoni, 2019). Consistent with the literature, we used a generalized composite measure that focused on fulfillment and collapsed multiple assessments of fulfilled promises into a single measure (see Zhao et al, 2007 for a discussion).…”

Section: Strengths Limitations and Future Researchmentioning

confidence: 99%

An event‐based approach to psychological contracts: The importance of examining everyday broken and fulfilled promises as discrete events

et al. 2022

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Summary Psychological contract research has typically focused on employees' perceptions of whether the organization has generally fulfilled or broken its promises/obligations. However, employees can experience broken and fulfilled promises as discrete events on an everyday basis, which may have immediate implications for employees and also influence their generalized psychological contract. Integrating attribution and appraisal theories of emotions, we argue that discrete psychological contract events (i.e., specific instances of a broken or a fulfilled promise) can initiate attribution and appraisal processes that can guide employees' emotional and behavioral responses. Moreover, experiencing a broken versus a fulfilled promise can have distinct implications for employees' outcomes as well as their generalized perceptions of psychological contract fulfillment. Our hypotheses are generally supported using a daily diary study with event sampling. Theoretical contributions include the importance of (a) examining the attribution and appraisal processes underlying everyday discrete psychological contract events, (b) acknowledging distinctions between broken versus fulfilled promises, and (c) understanding how everyday broken/fulfilled promises can influence generalized perceptions of psychological contract fulfillment. Practical contributions include the importance of effectively managing broken and fulfilled promises on an everyday basis and ensuring that employees perceive that the organization does not break and also fulfills its promises.

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COVID-19 and Its Impact on the Psychological Contract of Employers and Employees

Cassar

Conway

Tracz-Krupa

et al. 2022

Advances in Human Resources Management and Organizational Development

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COVID-19 has disturbed employment relationships. Twenty employers and 20 employees were interviewed to gain early insights into how the pandemic affected their psychological contract. Results suggested that both parties had divergent expectations of what each party should expect in the current scenario, and both reported intense, often negative, emotions about their current state. While no specific breaches of explicit promises were reported, employees reported violation of implicit beliefs relating to their needs for security. In addition, both parties' expectations differed about their future PC. Employees expected a deal that considers needs for security whereas employers emphasized business continuity by minimizing costs. Such incongruent current and future obligations between the parties suggest trust will be required to negotiate the employment relationship through the crisis. HRM practitioners will have a definite role to play by providing and initiating arrangements that will reconcile both parties' needs to ensure stable employment relationships for mutual benefits.

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Putting emotion first—an emotion-centred approach to understanding the psychological contract

Cited by 3 publications

References 0 publications

Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence

Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence

An event‐based approach to psychological contracts: The importance of examining everyday broken and fulfilled promises as discrete events

COVID-19 and Its Impact on the Psychological Contract of Employers and Employees

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