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Psychological contracts contain both relational and transactional elements, each of which is associated with unique characteristics. In the present research, the authors drew on these distinct qualities to develop and test hypotheses regarding differential employee reactions to underfulfillment, fulfillment, and overfulfillment of relational and(More)
Promises are positioned centrally in the study of psychological contract breach and are argued to distinguish psychological contracts from related constructs, such as employee expectations. However, because the effects of promises and delivered inducements are confounded in most research, the role of promises in perceptions of, and reactions to, breach(More)
A factorially-invariant three-factor measure of employment inducement importance demonstrates women (compared to men) value skill development, support, and reliability more highly. Variances and covariances of these beliefs also exhibited gender-based differences. Men and women hold conceptually similar but distinct perceptions of inducements, which may(More)
We used a scenario-based design to test propositions put forth by Morrison and Robinson (1997) and Rousseau (1995) regarding the effects of promise importance and breach size on perceptions of and effects of breach. Extending those propositions, we tested the notion that importance and size would have an interactive effect on outcomes. Although the results(More)
I would like to thank everyone who submitted papers and symposium proposals to the HR Division. All the best in the further development of your work. Thank you also to the many reviewers listed on the following page for their great work. With the large number of submissions this year, the effort they expended and their promptness was much appreciated. These(More)
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