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- Title
Managers on the Both Sides of the Psychological Contract.
- Authors
Randmann, Liina
- Abstract
This research investigated group differences based on work status in psychological contracts and the differences in managers' psychological contract obligations as employees and as employer representatives. The feature-oriented approach to the psychological contract was used to measure perceptions of employee and employer obligations and differences between employment levels and between two perspectives. Obligations in psychological contracts were measured according to six psychological contract features on eight employee obligation dimensions and on eight employer obligation dimensions. Two surveys were conducted. The data for the first survey were collected from 818 respondents who assessed psychological contract obligations from an employee perspective. The second survey sample included 147 managers who assessed psychological contracts from an employer perspective. Study results revealed the impact of position in the organization on the strength of perceived employee and employer obligations in psychological contracts. The second finding was that managers own psychological contracts influence the evaluation of employer's psychological contracts with employees. The latter causes large differences in psychological contracts between lower-skilled workers, specialists and managers groups as employer representatives and as employees. This incongruence in psychological contracts has implications for employment relationships
- Subjects
DEMOGRAPHIC characteristics; PSYCHOLOGICAL contracts (Employment); EMPLOYEE attitude surveys; PERSONAL managers; INDUSTRIAL relations; EMPLOYEE relations programs
- Publication
Journal of Management & Change, 2013, Vol 30/31, Issue 1/2, p124
- ISSN
2228-2181
- Publication type
Article