Psychological Contracts: Past, Present, and Future
By Jacqueline A-M. Coyle-Shapiro, Sandra Costa, W. Doden, Chiachi Chang. Annual Review of Organizational Psychology and Organizational Behavior, 2019
269 citations recorded by the source corpus.
We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship. This synthesis of past evidence provides the foundation for reviewing the present emerging and developing themes in psychological contract research. This discussion is organized around the expansion of resources exchanged and the antecedents of contract breach and outcomes, moving beyond reciprocity as an underpinning explanation. We highlight the practical implications of research to date on psychological contracts and end with directions for future research to include the need for greater attention given to ideological currency, employee health, polycontextual approaches, the role of psychological needs, and post-breach/violation.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/8756845b4d36c0eed58721cc6fb54af25e245948
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In General Health Professions
In Organizational Behavior and Human Resource Management
Citations in the corpus
- An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda (2020, background): “When employees feel violated, emotions such as anger or displeasure may persist longer than expected, changing the way they perceive their relationship with the organization (Coyle-Shapiro et al., 2019).”