Psychological contracts in organizations

By Pascale de Rozario, Rémi Jardat. 2011

214 citations recorded by the source corpus.

Subfields: Gender Studies, Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/19bef7fe67a5da35e5cc0686cf0cb2fb23a9304e

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Citations in the corpus

The impact of organizational changes on psychological contracts: A longitudinal study (2011, background): “The obligations are a result of promises that the organization and employee have made to each other, at least in the perception of the employee (Rousseau, 1995).”
The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction (2009, background): “Psychological contract theory takes a different approach to the employer– employee relationship: its focus is on employees’ beliefs regarding the mutual obligations that are perceived to exist between the employee and the employer and predicts that employees will respond positively when promises on ”
Good for the Soul: the relationship between work, wellbeing and psychological capital (2009, background): “(1991) and Salgado (1997) found emotional stability to be a valid predictor of performance with higher validity coefficients.”
Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis (2016, background): “…they describe commitment as an outcome of transformational leadership (e.g., Bass, 1999), perceived organizational support (e.g., Eisenberger, Fasolo, & Davis-LaMastro, 1990), organizational justice (e.g., Sweeney & McFarlin, 1993), and relational psychological contracts (e.g., Rousseau, 1995).”
High commitment HR practices, the employment relationship and job performance: A test of a mediation model (2016, background): “A classic example is the psychological contract (Rousseau, 1995), which has been defined as ‘an individual's belief regarding the terms and conditions of a reciprocal exchange agreement between the focal person and another party’.”
Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards (2012, background): “When employees are satisfied with the benefits they receive on the basis of their organizational membership, the social exchange theory supposes that they will reciprocate by enhancing their commitment towards the organization (Blau 1964; Rousseau 1995; Haar and Spell 2004).”
Psychological Sense of Community (2014, background): “The literature on psychological contracts has sought to characterize the nature of psychological contracts within organizational settings and investigate the outcomes of contract fulfillment and violation or breach on employee attitudes and behavior (Rousseau, 1995; Turnley, Bolino, Lester, & Bloodg”
Corporate social responsibility as a source of employee satisfaction (2012, background): “Formal contracts between exchange partners clarify some expectations about performance and compensation, but no written contract can explicitly detail all aspects of a complex relationship (e.g., Kotter, 1973; Rousseau, 1995).”
Unpacking Prior Experience: How Career History Affects Job Performance (2009, background): “Scholars have explored implications of the new employment models for organizational identification (Rousseau 1995), employment practices (Cappelli 1999), and the patterns and status of managerial careers (MacDuffie 1996).”
Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being (2019, methodology): “Second, there is the relational psychological contract, entailing a long-term and open-ended employment relationship (Rousseau, 1995), which is more dynamic and has a broader scope, reaching beyond the economic exchange of”
Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes (2011, background): “…a single practice reflects an organization’s investment in employees and influences the organization’s performance beyond the sum of such practices (Rousseau 1995; Delery and Doty 1996; Allen, Shore and Griffeth 2003; Whicker and Andrews 2004; Guest 2007), a HPWS index was developed along lines…”
Taking Teacher Responsibility Into Account(ability): Explicating Its Multiple Components and Theoretical Status (2011, background): “mutual obligations (Rousseau, 1995), and responsibilities attached to social roles (Twiss, 1977).”
Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. (2009, background): “In addition, Bowen and Ostroff (2004) noted that HRM practices can be viewed as a symbolic or signaling function by sending messages that employees use to make sense of and to define the psychological meaning of their work situation (e.g., Rousseau, 1995).”
Entrepreneurship in Russia and China: The Impact of Formal Institutional Voids (2010, background): “Rather, Russians typically rely on relational contracts, which Rousseau (1995) noted develop over the long term and have no specific performance terms.”
Causes and Effects of Employee Downsizing: A Review and Synthesis (2010, background): “As such, downsizing is often perceived as a violation of the psychological contract (De Meuse, Bergmann, Vanderheiden, & Roraff, 2004; Morrison & Robinson, 1997; Rousseau, 1995) by survivors and victims alike.”
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance (2010, background): “From a social exchange perspective, abusive supervision violates the psychological contract, or the mutual beliefs, perceptions and informal obligations implicitly understood to govern relations between managers and subordinates (Rousseau, 1995).”
High-performance HR practices and OCB: a cross-level investigation of a causal path (2010, background): “Rousseau ( 1995 ) also indicated that HR policies and practices serve as the mechanism that employees use to make sense of and to define the psychological meaning of their work situation.”