The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract

By D. Guest. 2004

571 citations recorded by the source corpus.

Subfields: General Health Professions, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/06108e40c4df202617dd32e181252e81afef2b7d

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In General Health Professions

In Public Administration

In Sociology and Political Science

Citations in the corpus

The Psychological Contract: A Critical Review (2006, unknown): “Numerous studies focus on attitudinal reactions to contract violation, in terms of organizational commitment (Lemire and Rouillard, 2005), work satisfaction (Sutton and Griffin, 2003), work-life balance (Sturges and Guest, 2004), job security (Kramer et al .”
The impact of organizational changes on psychological contracts: A longitudinal study (2011, background): “Many publications have highlighted the influential changes that have occurred in the relationship between employees and organizations in recent years (e.g., Hiltrop, 1995; Anderson and Schalk, 1998; Frese, 2000; Guest, 2004).”
Psychological contract and its motivational and health‐enhancing properties (2010, background): “Recently, several researchers have noted that only limited attention has been paid to how the exchange relationship between the employee and employer develops and how its qualitative aspects can be captured (Guest, 2004; Cropanzano and Mitchell, 2005; Coyle-Shapiro and Shore, 2007).”
High-performance work system and intention to leave: a mediation model (2014, background): “…and Iverson (2003) and Rose and Wright (2005) found that investment in employees’ development has a positive influence on their job satisfaction, and Guest (2004) affirms that employees feel more satisfied when they work in a firm that allows them to participate in the decision-making process,…”
Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being (2019, background): “Trust in the organisation represents an important characteristic of a healthy employee– employer relationship (Guest, 2004), which constitutes a competitive advantage for organisations (Barney & Hansen, 1994) and contributes to long-term organisational success and survival (Mishra, 1996).”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Furthermore, the psychological contract is viewed by many as a useful concept for understanding apparent changes to employment relationships brought about by new economic and organizational circumstances such as demographic diversity, increased reliance on temporary work and increased global competi”
The Psychology of Careers in Industrial - Organizational Settings: A Critical but Appreciative Analysis (2008, background): “Although there is quite strong evidence that perceived job insecurity reduces psychological well-being (Hellgren & Sverke, 2003), it has become apparent that contingent employment is not necessarily associated with negative attitudes, performance or well-being (Guest, 2004a,b).”
Psychological contract breach and job attitudes: A meta-analysis of age as a moderator (2008, background): “Moreover, it can be argued that the content of the psychological contract may differ for younger versus older workers (Anderson & Schalk, 1998; Guest, 2004; Schalk, 2004).”
What Drives Perceived Fairness of Performance Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’ Perceived Fairness of Performance Appraisal in U.S. Federal Agencies (2015, background): “In a similar vein, research suggests that the psychological contract exists as a way to build trust and fairness into the work issues the employee faces with the employer (Guest, 2004; Maley, 2009; Robinson, 1996; Thompson, 2003).”
Psychological contract breach and work performance (2010, background): “We focus on these forms of social exchange in response to recent calls for empirical integration (e.g. Aselage and Eisenberger, 2003; Guest, 2004; Shore et al., 2006).”