The psychological contract is a frequently deployed construct to examine the dynamics of the employee-employer exchange relationship. While there is consensus that the contract comprises employee and employer beliefs regarding this relationship, the various belief types are not conceptually well-defined and understood. Over time, the contract has been conceptualised as comprising expectations, obligations, promises or some combination therein. While most contemporary researchers focus solely upon promises, the justifications for this position are unpersuasive. This paper theoretically describes the various belief types, identifies their interrelationships and proposes a reconceptualisation of the beliefs constituting the contract. Specifically, it is demonstrated that the extant promise-based belief framework provides too restrictive a theoretical base for a comprehensive understanding of individuals’ psychological contracts.
|Title of host publication||Proceedings of the 24th Annual Australian and New Zealand Academy of Management Conference|
|Subtitle of host publication||Managing for Unknowable Futures|
|Publisher||Australian and New Zealand Academy of Management|
|Publication status||Published - 2010|
|Event||Australian and New Zealand Academy of Management Conference (24th : 2010) - Adelaide|
Duration: 7 Dec 2010 → 10 Dec 2010
|Conference||Australian and New Zealand Academy of Management Conference (24th : 2010)|
|Period||7/12/10 → 10/12/10|
Bankins, S. (2010). Expectations, obligations or promises? A conceptual review and revision of the beliefs comprising the psychological contract. In Proceedings of the 24th Annual Australian and New Zealand Academy of Management Conference: Managing for Unknowable Futures Australian and New Zealand Academy of Management.