Mutuality and reciprocity in the psychological contracts of employees and employers.

By Guillermo E. Dabos, Denise M. Rousseau. Journal of Applied Psychology, 2004

623 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6f55f6ce0c115867133e63540686f41bde547ec1

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Citations in the corpus

One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “These experiences lead employees to develop mental schemas about their psychological contracts, which affect the creation of meaning around reciprocity and mutuality that parties to the contract should demonstrate (Dabos & Rousseau, 2004).”
Influence of Transformational Leadership on Employees’ Innovative Work Behavior in Sustainable Organizations: Test of Mediation and Moderation Processes (2019, background): “Such types of issues with workplace relationships have been revealed to be a major and significant problem in the organizations, because social exchange is not governed by any rules or regulations; rather, they are dependent on the culture, organization environment, and perception of the individuals”
Effectiveness of talent management strategies (2011, background): “Therefore, we find a reciprocal relationship between the involved parties (Dabos and Rousseau, 2004).”
On the Importance of Conducting Construct-Level Analysis for Multidimensional Constructs in Theory Development and Testing (2008, neutral): “…(e.g., Gelade & Ivery, 2003; Peterson, Smith, Martorana & Owens, 2003) leader-member exchange (Liden & Maslyn, 1998), psychological contract (e.g., Dabos & Rousseau, 2004; Hui, Lee & Rousseau, 2004), psychological empowerment (e.g., Huang, Shi, Zhang & Cheung, 2006), contextual performance (e.g.,…”
Psychological contracts and their implications for commitment: A feature-based approach☆ (2009, background): “Although agreement between the parties involved can have important implications for the enactment of the contract (Dabos & Rousseau, 2004), psychological contract research commonly focuses on the perceptions of one party, typically the employee (Coyle-Shapiro & Kessler, 2000; Lester et al., 2002;…”
Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure (2013, background): “An employee’s psychological contract includes that person’s understanding of his or her own as well as the employer’s obligations (Dabos & Rousseau, 2004; Rousseau, 1995).”
Fostering innovative behaviour: the importance of employee commitment and organisational citizenship behaviour (2013, background): “Specifically, every actor within a workplace social exchange network may have different perceptions about what is an appropriate level of reciprocation for a particular benefit/exchange and what is an appropriate amount of time in which to reciprocate the benefit (Dabos and Rousseau 2004).”
Let’s Make a Deal (2013, background): “However, the content of psychological contracts often differs among coworkers in the same position, and these differences may be due to a variety of reasons, including differences in hiring practices between managers and the time at which an employee was hired (Dabos & Rousseau, 2004).”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “PCs may be operationalized from the perspective of the employee (Rousseau, 1990), the employer (Coyle-Shapiro, 2002), or both (Dabos & Rousseau, 2004).”
Effects of Resource Availability on Social Exchange Relationships: The Case of Employee Psychological Contract Obligations (2017, background): “That is, breach of employee obligations has been shown to be a consequence of the breach of employer obligations (Coyle-Shapiro & Neuman, 2004) or a consequence of lack of agreement on reciprocal obligations (Dabos & Rousseau, 2004; Tekleab & Taylor, 2003).”
The role of future time perspective in psychological contracts: A study among older workers (2010, background): “Terms of an individual’s psychological contract include that person’s understandings of his or her own as well as the employer’s obligations (Dabos & Rousseau, 2004; Rousseau, 1995).”