An Empirical Assessment of Alternative Conceptualizations of the Psychological ContractConstruct: Meaningful Differences or 'Much to do about Nothing'?

摘要

The reported study helps move the literature beyond conceptual arguments thathave been made and repeated in the literature by investigating the equivalence of threepsychological contract (PC) measures that were based on alternative conceptualizations ofthe PC construct. Employees from a wide range of organizations (n=1054) were randomlyassigned to complete either an expectation, obligation, or promise based measure of theirPCs. The equivalence of the PC measures was assessed by comparing factor structuresacross the three forms, and examining the observed pattern of correlations between the PCmeasures and external criteria (e.g., trust, equity sensitivity, work centrality, educationlevel). The results indicate that while the three PC measures evoke the same general mentalframework in the minds of respondents, and behave similarly for some purposes, dependingon the specific relationships being investigated, the measures may yield significantlydifferent results (i.e., they are not fully interchangeable). Implications for theorizing andfuture research regarding the PC construct are discussed. Also reported is new evidencelinking individual differences (e.g., work centrality, equity sensitivity) to perceivedresponsibilities and rights in the employment relationship.