Towards a Dynamic Model of the Psychological Contract.

By René Schalk, R. E. Roe. 2007

210 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/92e1f089c13bf2e8530b4bcf883e434af6b5b0c8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

Citations in the corpus

A Sensemaking Model of Employee Evaluation of Psychological Contract Fulfillment (2009, background): “Several employment relationship researchers have theorized and empirically examined internal change or how the terms of exchange between the parties evolves and changes over time (Robinson, 1996; Rousseau, 1995; Schalk & Roe, 2007).”
Reciprocal effects of psychological contract breach on counterproductive and organizational citizenship behaviors: The role of time (2018, unknown): “By doing so, Schalk and Roe (2007) argued that employees will become less tolerant (i.e., their tolerance limit is moved closer toward the initially agreed-upon exchange) toward future deviations in the PC and hence are more likely to perceive small discrepancies as PC breaches.”
Understanding the changing nature of psychological contracts in 21st century organizations (2017, background): “Overall, then, PCs lend structure to expectations concerning future exchanges, thereby reducing uncertainty between the parties (e.g., by defining roles and specifying future courses of action) and creating mutual obligations, which define the relationships in question (Schalk & Roe, 2007).”
Human resource practices and organizational commitment: The mediating role of job satisfaction in emerging economy (2019, background): “Schalk and Roe (2007) suggested that if there is a good perception about the job and the organization then the employees will have high levels of commitment.”
Effects of ideological and relational psychological contract breach and fulfilment on volunteers’ work effort (2014, background): “It is likely that if the ideological PC underfulfilment becomes too large or is prolonged for an extended period of time, and thus crosses boundaries of what can be tolerated, volunteers may decide to revise their PC or to leave the exchange agreement altogether (Schalk & Roe, 2007).”
The relations between work centrality, psychological contracts, and job attitudes: The influence of age (2011, background): “In contexts where the zone of negotiability within psychological contracts is small (Schalk & Roe, 2007), work centrality might not have a significant impact on whether one will have a transactional or relational contract with the organization.”
Enough is enough? Threshold models for the relationship between psychological contract breach and job-related attitudes (2009, methodology): “The existence of thresholds in detecting and responding to psychological contract breaches has been proposed by several authors (e.g., Guzzo et al., 1994; Morrison & Robinson, 1997; Schalk & Roe, 2007).”