Symposium 637 - Beyond The Immediate Aftermath Of Psychological Contract Breach: The Evolving Nature Of The Psychological Contract

Psychological Contracts
Thursday May 18   04:15 PM to 05:45 PM (1 hour 30 minutes)
Employment relations
Psychological contracts
Beyond the immediate aftermath of psychological contract breach: The evolving nature of the psychological contract
Y. Griep*, S. Hansen 1 2
1University of Toronto, 2Rotman School of Management, Toronto, Canada
Main Abstract Content: . For nearly 3 decades the psychological contract has been a valuable tool in understanding and managing positive employee-employer relationships. Although a significant body of findings exists on the immediate negative attitudinal (e.g., reduced job satisfaction and organizational commitment) and behavioral (e.g., increased turnover and counterproductive work behavior) reactions (for meta-analyses see Zhao, Wayne, Glibkowski, & Bravo, 2007) to perceived psychological contract breach and its associated violation feelings, little is known about the evolving nature of employee attitudes and behaviors in the days, weeks, months, and years following an initial breach perception.
Adopting a more time-sensitive perspective to psychological contract research will allow for greater understanding of the emergence of, or change in, the psychological contract and its antecedents/consequences, the stability (or lack thereof) of psychological contract breach reactions, the rate of change (e.g., minutes, hours, days or weeks) and duration (e.g., immediate, delayed, or lingering) of these psychological contract breach reactions.
The five presentations push the boundaries of psychological contract literature by 1) furthering our knowledge of intra-phase processes (e.g., duration of violation reactions or how perceived obligations change over time), inter-phase transitions (e.g., how and when employees move from one phase in their psychological contract to another phase in their psychological contract), and post-violation reactions, emerging higher-order perceptions of breach, and 2) applying methods that are sensitive to these dynamic and context-oriented perspectives (e.g., mixed method design, experience sampling or longitudinal research).


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