Social Interaction Patterns Shaping Employee Psychological Contracts.

Influence of Organizational Culture on The Relationship Between Psychological Contracts And Organizational Citizenship Behavior

“…As with the relational type, Rousseau (2000) reported that the seven item scale measuring transactional psychological contracts had a reliability coefficient that met the traditional standards for convergence and reliability but failed to report the actual value. Other studies (Dabos & Rousseau, 2004a;Dabos & Rousseau, 2004b) Table 1. Similar to the relational psychological contract measure, Millward and Hopkins (1998) originally presented a 20-item measure for transactional contracts.…”

“…To begin, several studies (Dabos & Rousseau, 2004a;Raja, Johns, & Ntalianis, 2004;Thomas, Au, & Ravlin, 2003) have looked at numerous factors relating to the psychological contract to include: (a) social interaction patterns, (b) personality, and (c) culture. For example, Dabos and Rousseau (2004a) found empirical evidence that social interaction patterns among employees have a role in shaping their psychological contract beliefs. Raja, Johns, and Ntalianis (2004), found that personality characteristics were related to reported contract type.…”

“…Similarly, Thomas, Au, and Ravlin (2003) studied the influence of a societal culture on the characteristics of a psychological contract; specifically, the formation of a psychological contract across individualistic and collectivistic societies. Others have argued that more micro-concepts like social interaction patterns and personality are key indicators that shape contract-outcome relationships (Dabos & Rousseau, 2004a;Dabos & Rousseau, 2004b;Rousseau & Shperling, 2003;Thomas, Au, & Ravlin, 2003). However, an emerging stream of research suggests that other organizational level variables such as organizational culture may have an impact on the relationship between psychological contracts and organizational outcomes such as organizational citizenship behavior.…”

Inducements, contributions, and fulfillment in new employee psychological contracts

“…Adams, 1965). As a case in point, Dabos and Rousseau (2004b) found that workers whom others intensely sought for work-related advice tended to believe that their employer owed them more than those whose advice was rarely sought. Contributing advice affected the psychological contract beyond an individual's formal organizational role.…”

Mentors, supervisors and role models: do they reduce the effects of psychological contract breach?

“…Accordingly, we argue that when employees perceive a PCB, they will turn to others in the organisation to better understand what has occurred, for an explanation or for support. Ho and Levesque (2005) and Dabos and Rousseau (2004) suggest that social influence exerted by co‐workers who are sources of friendship and advice influence employees' beliefs about what the organisation is obligated to provide to them and beliefs about the extent to which the organisation fulfils its obligations. In this article, we argue not for social influence but rather for social support (Cohen and Willis, 1985): that supervisors, mentors and role models will help employees to deal with PCB.…”