Understanding psychological contracts at work: a critical evaluation of theory and research

By Paul Brewerton. 2007

431 citations recorded by the source corpus.

Subfields: Finance, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1a8e8a42bb44df41a5a23c9eecec4ba55ddd95a7

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Citations in the corpus

Knowledge sharing and the psychological contract: Managing knowledge workers across different stages of employment (2007, positive): “However, making PC arrangements explicit enough to satisfy such employees may be difficult, particularly in organizations with a strong command and control management style (Conway and Briner, 2005).”
Breach Begets Breach: Trickle-Down Effects of Psychological Contract Breach on Customer Service (2010, background): “As in other social relationships, the psychological contract is governed by the rules of social exchange and the norm of reciprocity (Conway & Briner, 2005; Coyle-Shapiro & Conway, 2004; Taylor & Tekleab, 2004).”
Implementing Performance Appraisal: Exploring the Employee Experience (2013, methodology): “Using the principles of social exchange (Blau, 1964) and the psychological contract (Conway & Briner, 2005), it was argued that employee experiences of organizational actions would influence their perception of organizational support leading to reciprocation in terms of commitment (Whitener, 2001).”
Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “…employees to reciprocate by adapting their contributions (reducing their organizational citizenship behaviors and in-role performance (Zhao et al., 2007; Lub et al., 2011); lowering commitment or even to leaving their job; Bal et al., 2010; Conway and Briner, 2005; Robinson and Rousseau, 1994).”
Creating psychological and legal contracts through human resource practices: A signaling theory perspective (2009, background): “…researchholds this unilateral perspective of the psychological contract, the identified causes of the psychological contract remain the same: individual, organizational, and external (Conway & Briner, 2005; Guzzo & Noonan, 1994; Rousseau, 1995; Rousseau & Greller, 1994; Sims, 1994; Sparrow, 1996).”
How to Measure the Psychological Contract? A Critical Criteria-Based Review of Measures (2008, neutral): “Universal agreement about how the content of the psychological contract should be measured is lacking (Rousseau & Tijoriwala, 1998; Conway & Briner, 2005).”
The employee–organization relationship: Where do we go from here? (2007, result): “The idea of anthropomorphism has been subject to criticism in other literatures (Sullivan, 1995; Tam, 1996) but has evaded scrutiny in employment relationship research (an exception is Conway & Briner, 2005).”
Productive employment and decent work: The impact of AI adoption on psychological contracts, job engagement and employee trust (2020, positive): “…uncertainty at work, adoption of AI and related technologies weakens relationships between employees’ psychological contract with employers (Conway & Briner, 2005; Østhus, 2007; Nam, 2019) Hence, we propose that: H1: Psychological contract has positive impact on employees’ job engagement H1m:…”
Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being (2019, background): “Both psychological contract breach and trust have previously been associated with impaired general (Conway & Briner, 2002, 2005; Conway, Guest, & Trenberth, 2011) and work-related well-being such as organisational commitment and job satisfaction (Aryee, Budhwar, & Chen, 2002).”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “Consistent with these theories, the results of numerous studies (e.g., Bal et al., 2008; Conway & Briner, 2005; E. W. Morrison & Robinson, 1997; Zhao et al., 2007) have shown that both PC breach and PC violation are associated with negative job attitudes and work behaviors.”
The role of future time perspective in psychological contracts: A study among older workers (2010, background): “Instead, psychological contract research typically focuses solely on employees’ assessment of employer fulfillment (Conway & Briner, 2005; Zhao, Wayne, Glibkowski, & Bravo, 2007).”
When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus (2011, background): “However, an important question concerns whether psychological contract fulfilment and breach are indeed at opposite ends of the same continuum (Bal et al., 2008; Conway & Briner, 2005).”
Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure (2013, background): “Thus, employee expectations within the psychological contract are thought to be primarily shaped by the organization (Conway & Briner, 2005).”
The role of Task-orienTed versus relaTionship- orienTed leadership on normaTive conTracT and group performance (2009, methodology): “Hence, the methodology used to date has not enabled researchers to understand the dynamic creation process of the psychological contract, although past research has helped to provide a theoretical assumption (Conway & Briner, 2005).”
Effects of ideological and relational psychological contract breach and fulfilment on volunteers’ work effort (2014, background): “Literature shows that a great deal of attention has been paid to PC breach in general, and to underfulfilment in particular (Conway & Briner, 2005).”
Work engagement, psychological contract breach and job satisfaction (2014, background): “PCB takes place when employees recognize that their organization did not fulfill one or more of the promises made (Morrison and Robinson 1997; Conway and Briner 2005).”
Doing more with less? Employee reactions to psychological contract breach via target similarity or spillover during public sector organizational change (2014, positive): “The findings support researchers’ claims about the utility of the psychological contract as a framework for understanding how organizational change filters through to affect employee attitudes and behaviour (Arnold, 1996; Conway and Briner, 2005; Guest, 1998; Rousseau, 1989).”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “A common typology to distinguish psychological contract fulfillment is the transactional-relational dimension (Robinson, Kraatz, and Rousseau, 1994; Conway and Briner, 2005).”