Summary: Psychological Contracts Of Employees With Their Organizations | Matthijs Bal

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• What is psychological contracting? (3)

  1 Negotiation process in consultancy (mutual expectations between consultant and client)
  2 Origins of: Argyris (1960), Levinson and Schein
  3 Know what yo expact from each other
  -> In the 60's it was about trust: what is going on between you and the other party
  

• Which 2 contracts are there in the employment relationship?

  The legal vs psychological contract.
  Psychological is beyond the legal contract: unwritten, implicit obligations can be strong in how the impact your behavior.
  

• What are the 9 characteristics of the psychological contract?

  1 Beliefs
  2 Promises and obligations
  3 Implicit (e.g. tretment you get) and explicit (= e.g. salary)
  4 Subjective in nature (eyes of the beholder/toeschouwer)
  5 Perceived agreement rather than actual agreement
  6 Echange between parties
  7 Ongoing/lopend
  8 Employee and organization
  9 Shaped by organization
  

• What are the differences between an old and new psychological contract?

  Old: lifetime employment, in return you are able to grow. New: more from job to job.
  

• What is the reciprocity (wederkeringheid) perspective in relation to the psychological contract?

  1 Gouldner 1960: norm of reciprocity. (If I do soemthing for you, you'll return me a favor) + tit-for-tat (salary in exchange for effort) + no free lunch (in a employment relationship)
  2 Blau: Social exchange theory (exchanging resources between employer and employee: investment over time)
  3 Psychological contracts are inherently about exchange of resources (Bal)
  

• What is meant with 'affective nature of psy. contract'? (2)

  1 Weis: Affective events theory (psy. contracts are not only cognitive, also affective: it is not only what we think, but also what we feel about the job/employer).
  

• What is a contract breach (Morrison & Robinson)?

  The cognition that the org. has failed to fulfill one of the element within the psychological contract. (e.g. Promotion called of/no pay raise/no training of development or socio-emotional: sphere/colleagues)
  This can lead to behavioral intentions: may lead to searching a new job.
  

• What are the mitigating factors on the effect of contract breach?

  1 Dulac: longitudinal study among 152 Belgian employees. 6 months:
  -Breach> violation
  2 Buffer hypothesis: strong relationships buffer the negative effects of breach on violation (POS and LMX)
  

• What is Perceived Org. Support? (POS)

  Does your org. (socio-emotional) support you?
  

• What is Leader Member Xchange?

  The quality of the relationship with your diect supervisor. When this relaiton is god, nothing else matters.