Psychological contracts, organizational and job commitment

Abstract

Social Psychology European Research Institute (SPERI) University of Surrey Guildford, United Kingdom Increased use of time-limited contracts as the mainstay of employer-employee relations has implications for the psychological character of the exchange relationship. To investigate this, the current study is framed by Rousseau's (1995) psychological contract model (PCM). The psychological contract pertains to beliefs held by individuals about their contractual terms and conditions. The findings yield evidence for Rousseau's distinction between two types of contractual belief (relational and transactional), as well as the explanatory potential of the PCM over and above the concept of organizational commitment. As predicted, temporary workers were more transactional than relational in their contractual orientation. The findings are discussed with reference to a need to develop a theoretical basis for research on organizational involvement. Correspondence concerning this article should be addressed to Lynne Millward, Department of Psychology, University of Surrey, Guildford, Surrey GU2 5XH, United Kingdom.