”Love it, change it, or leave it“– Understanding Highly-skilled Flexible Workers’ Job Satisfaction from a Psychological Contract Perspective

The Influence of Psychological Contract and Organizational Commitment on Hospitality Employee Performance

“…The first is the alignment of the individual employee's goals with the organization's goals and commitments; and the second is the emotional relationships contract that develop based on employees' dependency on, and loyalty to, the organization after a series of contributions, reciprocal cycles, and organizational experiences. As the connections between psychological contract, job satisfaction, and performance have been established in several studies (Chambel & Alcover, 2011;Conway & Coyle-Shapiro, 2012;Wilkens & Nermerich, 2011), we proposed the following hypotheses: Hypothesis 3: Job satisfaction will have a significant and positive relationship with psychological contract. Hypothesis 4: Psychological contract will have a significant and positive relationship with job performance.…”

“…Morrison (1994) found that the psychological contract is a variable predictive of current and future employee performance. High levels of psychological contract promote trust and high levels of loyalty between employees and employers (Restubog et al, 2010;Wilkens & Nermerich, 2011). In this study we investigated the reciprocal relationship between employees and organizations (Robinson & Wolfe Morrison, 2000).…”

Patterns of Organizational Flexibility in Knowledge-intensive Firms – Going Beyond Existing Concepts

“…As the interviews were based on psychological contract research (see e.g. Shore & Tetrick, 1994;Rousseau, 1995;McLean Parks et al, 1998;Wilkens, 2004;Wilkens & Nermerich, 2011), we concentrated on contract forms, respectively contract policies, the content of the psychological contract, and also interaction and negotiation processes. We aimed to understand the contract parties operating within flexible contexts by making use of narrative interrogation.…”

Negotiating a Shared Psychological Contract with Students

“…When role players perceive a psychological contract as fair it has a positive impact on trust and loyalty (Fox, 1974;Wilkens & Nermerich, 2011). Perceived unfairness could lead to feelings of disappointment and resentment (Morrison & Robinson, 1997).…”