Psychological contracts: are they still relevant?

By H. Maguire. 2002

128 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9fd0b12e08d70b19c4f10f445cef321ad91f9651

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In General Health Professions

In Organizational Behavior and Human Resource Management

Citations in the corpus

Student career prospect and industry commitment: The roles of industry attitude, perceived social status, and salary expectations (2014, background): “Psychological contracts refers to “the set of expectations held by the individual employee which specifies what the individual and the organization expect to give to and receive from each other in the course of their working relationship” (Maguire, 2002, p. 167).”
Violation of the Psychological Contract: The Mediating Effect of Relational Versus Transactional Beliefs (2007, methodology): “These changes in the employment relationship have added impetus to the study of the psychological contract (Noer 1993; Guest 1998; Maguire 2002).”
The Longitudinal Relationship Between Protean Career Orientation and Job Satisfaction, Organizational Commitment, and Intention-to-Quit (2016, background): “…that in the protean career, the person pursues their personal aspirations in the context of the organization (rather than being embedded within the organization), and is thus more likely to form transactional, rather than relational, connections with it (Maguire, 2002; Yan, Zhu, & Hall, 2002).”
The organizational career: not dead but in need of redefinition (2013, background): “In a context of skills and labour shortages a more relational contract may provide a competitive advantage as organizations look for ways ‘to prevent employees becoming free agents in constant search of the highest bidder for their services’ (Maguire 2002 , p.”
Linking justice, trust and innovative work behaviour to work engagement (2014, background): “As a result, the traditional terms of employment (Coyle-Shapiro, 2002; Maguire, 2002), such as lifelong job security, guaranteed pay increases, assured career opportunities and pensions, are obsolete (Singh, 1998).”