Understanding Psychological Contracts at Work

By N. Conway, Rob B. Briner. 2005

467 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/730d9842c1a2181ecbd7ad6d1ceb31d87bc22b92

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Citations in the corpus

Inducements, contributions, and fulfillment in new employee psychological contracts (2011, background): “They can obtain more representative information on the critical mechanisms underlying contract maintenance and change (and violation) by investigating specific exchanges and the psychological contract beliefs they impact (cf. Conway & Briner, 2005).”
Doing more with less? Employee reactions to psychological contract breach via target similarity or spillover during public sector organizational change (2014, unknown): “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 & Briner, 2005; Guest, 1998; Rousseau, 1989).”
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).”
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 development and validation of a measure for protean career orientation (2014, background): “People who can adapt to the current turbulent and dynamic labor markets should flourish if they hold career values that fit such environments (Arthur, Claman and DeFillippi 1995; Rousseau 1996; Conway and Briner 2005), in line with person– environment fit (Maynard, Joseph and Maynard 2006).”
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).”
Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes (2009, unknown): “Studies show fulﬁlment of a deal to relate more strongly and more consistently to employees’ attitudes than promises constituting the deal (Conway & Briner, 2005; Lambert et al., 2003).”
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).”
Towards a Dynamic Model of the Psychological Contract. (2007, background): “Psychological contracts influence commitment (Conway & Briner, 2005).”
How to Measure the Psychological Contract? A Critical Criteria-Based Review of Measures (2008, unknown): “Universal agreement about how the content of the psychological contract should be measured is lacking (Rousseau & Tijoriwala, 1998; Conway & Briner, 2005).”
The nature of employee engagement: rethinking the employee–organization relationship (2017, background): “…Munden, Mandl, and Solley (1962) incorporated the issue of reciprocity into the psychological contract and emphasized the mutual obligations related to a psychological contract between the employee and his or her organization (for a comprehensive review of the concept see Conway & Briner, 2005).”