What do we measure and how do we elicit it? The case for the use of repertory grid technique in multi-party psychological contract research

Sherman, Ultan; Morley, Michael J.

doi:10.1080/1359432x.2019.1668844

Cited by 24 publications

(25 citation statements)

References 81 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…In line with Dabos and Rousseau (2004) , Chen et al (2008) , and Sherman and Morley (2020) , we argue that supervisors develop mental models involving obligations from their followers and, just as with subordinates’ experiences of psychological contracts, these obligations can be fulfilled as well as breached. More specifically, supervisors can be affected by breach of obligations by their subordinates, for example, if they believe that the latter may have failed to meet a deadline, delivered work of decent quality, or supported the supervisor when important decisions were needed.…”

Section: Introductionmentioning

confidence: 68%

Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors

et al. 2021

View full text Add to dashboard Cite

In psychological contract research, the side of the supervisor is strongly underexposed. However, supervisors are responsible for maintaining relationships with both their subordinates and senior management and are likely to be influenced by events unfolding in these relationships. In this study, we state that supervisor well-being may be affected by subordinates who fail to meet their obligations. This study adds to psychological contract research by developing an understanding of how and when subordinate psychological contract breach (PCB) is associated with supervisor emotional exhaustion. Through a weekly diary survey among 56 Dutch supervisors, we test hypotheses about the relationships between subordinate PCB and the emotional exhaustion of the supervisor, the mediating role of perceptions of performance pressure by the supervisor in this relationship, and the moderating role of i-deals between the supervisor and senior management. Multilevel analyses support the first two hypotheses, but contradictory to our expectations show that the positive association between subordinate PCB and the emotional exhaustion of the supervisor is strengthened when the supervisor has high levels of i-deals with senior management. We discuss the findings in relation to their contribution to psychological contract theory.

show abstract

Section: Introductionmentioning

confidence: 68%

Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors

et al. 2021

View full text Add to dashboard Cite

show abstract

“…Looking closer to work arrangements that are enabled by digital platforms, the gig work arrangements are not based in a traditional employee-organization relationship (Duggan et al, 2019;Sherman & Morley, 2020) and the "traditional understandings around reciprocity and organizational support no longer apply or, at a minimum, are considerably different" (Duggan et al, 2019, p. 123). A relevant feature of these work arrangement is that digital platform organizations do not consider their workers as employees (Aloisi, 2015;Duggan et al, 2019).…”

Section: Emergent Forms Of the Psychological Contracts -The Novel Psy...mentioning

confidence: 99%

“…When discussing digitally enabled work arrangements, a bilateral perspective of the psychological contracts does not capture the complexity of this new employment relationship type, which involves multiple and distributed parties (Alcover et al, 2017;Griep et al, 2019;Knapp et al, 2020;Sherman & Morley, 2020). To illustrate this point, Sherman and Morley (2020) gave the example of Deliveroo (digital platform organization) in which the employment relationship includes not only the Deliveroo and the courier (worker), but also the restaurant and the customer. They then propose that the worker holds specific psychological contracts with each party which is aligned to the arguments put forth by Marks (2001) and Schalk and Rousseau (2001).…”

Section: Emergent Forms Of the Psychological Contracts -The Novel Psy...mentioning

confidence: 99%

New Psychological Contracts, Old Breaches?

Costa

2021

Redefining the Psychological Contract in the Digital Era

View full text Add to dashboard Cite

The psychological contract -individual's beliefs about the terms and conditions of a reciprocal agreement with the organization -has been changing since the 90's. This change is a result of labor market pressures, trends, and technology. Today, work and workplaces are more dynamic and digitalized than ever and expectations from employers and employees are shaped by these factors. However, the expectation about the fulfilment of employer obligations and promises (regardless of what these obligations may be) seems to be the same. This chapter highlights the changes from the old to the new psychological contract, and from the new psychological contract to emergent forms of psychological contracts. Moreover, it also discusses whether these changes may (or may not) impact employees' perceptions of breach and violation, by discussing content and measurement issues, and suggesting future research directions.

show abstract

“…Another interesting example of assessing the PC -and, particularly, a multi-party PC -is the Repertory Grid Technique (RGT). Sherman and Morley (2020) utilise RGT to better understand multi-party psychological contracts, that is where one party (in this case, an employee of the courier company concerned) evaluates the multiple expectations an individual holds towards the other three parties in the "tetradic employment relationship" (Sherman & Morley, 2020, p. 27). The authors confirm that various contributing parties in the employment relationship each hold different beliefs of what the other parties are obliged to provide and what is expected in return, which is aligned with sentiments proposed by Schalk and Rousseau (2001).…”

Section: Relational Sample Itemsmentioning

confidence: 99%

Conceptualisation of Psychological Contract: Definitions, Typologies and Measurement

Botha

Steyn

2021

jsss

View full text Add to dashboard Cite

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.

show abstract

What do we measure and how do we elicit it? The case for the use of repertory grid technique in multi-party psychological contract research

Cited by 24 publications

References 81 publications

Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors

Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors

New Psychological Contracts, Old Breaches?

Conceptualisation of Psychological Contract: Definitions, Typologies and Measurement

Contact Info

Product

Resources

About