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Although the psychological contract between the employer and employer is an invisible, unwritten one, it’s arguably more important than the formal employment contract every employee signs before their first day at work.
Four meta-analyses included only psychological contract breaches as antecedents, while the other reviews combined this measure with psychological contract fulfillment, psychological contract violation, or assessment of the psychological contract’s content, operationalized as employer’s obligations or relational vs. transactional contract.
Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data.
- Sandra L. Robinson, Denise M. Rousseau
- 1994
A process perspective on psychological contract change: making sense of, and repairing, psychological contract breach and violation through employee coping actions. J. Organ.
Abstract. Purpose – The purpose of this paper is to understand the psychological contract from the employers’ perspective, by examining violations where the employer rather than employee is...
Feb 25, 2022 · The primary thrust of psychological contract (PC) research has focused on employees’ outward directed responses when they experience contract breach and violation. These responses have been primarily directed at the organization as the source of the psychological contract breach.
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Morrison and Robinson (1997; see also Robinson and Morrison, 2000), in their model of the development of violation of the psychological contract, suggest that reneging and incongruence are two important causes of the perception of contract breach.
