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Feb 25, 2022 · Empirical examination of the relationship between psychological contract breach and health is still in its infancy, but the evidence to date supports the tenet that psychological contract breach leads to negative health outcomes. Conway and Briner found that psychological contract breach was associated with reduced well-being.
Aug 1, 2019 · The relation between the psychological contract and engagement can be approached from the perspective of social exchange theory. In social exchange, the norm of reciprocity is a fundamental rule (Cropanzano & Mitchell, 2005), and the psychological contract is based on the belief that there is a mutual sense of obligation between the employee ...
- Maria Eduarda Soares, Pilar Mosquera
- 2019
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 ...
The results show that, even after taking all these factors into account, temporary workers still report a more positive psychological contract. Turning to the consequences, we had hypothesised that the psychological contract would mediate the relationship between employment contracts and outcomes such as well‐being and performance.
4 days ago · This paper enhances the psychological contract literature by proposing a multifaceted model exploring actions and reactions linked to perceived unmet expectations in the workplace. Unlike previous research on cause-and-effect dynamics, the model addresses the intricate nature of the psychological contract, integrating elements like commitment, well-being, and retention. It identifies key areas ...
Feb 18, 2016 · He received his PhD in Social Psychology from the Complutense University of Madrid. His research has focused on early retirement and psychological well-being, bridge employment, psychological contract and exchange relationships in organizations, and membership and temporal matters in work teams.
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May 3, 2020 · This book argues that there is a need to go beyond ‘psychological’, ‘physical’, and ‘social’ domains of well-being at work to a more ‘holistic’ conceptualisation of multidimensional well-being at work paradigm reflected in sixteen domains: psychological, physical, mental health, intellectual, material/rewards, career, spiritual, financial, work/family, social, compassionate ...
