The relationship between individual values and psychological contracts

Journal of Managerial Psychology - Tập 27 Số 3 - Trang 283-301 - 2012
AaronCohen1
1Department of Public Administration, School of Political Science, University of Haifa, Haifa, Israel

Tóm tắt

PurposeThis paper seeks to examine whether individual values are related to perceptions of psychological contracts and psychological contract breach when justice perceptions are taken into account.Design/methodology/approachThe study sample comprised staff employees of one of the largest banks in Israel. The sample included 311 employees in the head office of this bank. Data were collected from the employees over a period of about three months.FindingsThe findings show a modest relationship between individual values and perceptions of a relational type of psychological contract. The findings show weaker relationships between the values, perceived transactional‐type contracts, and perceptions of contract breach.Research limitations/implicationsThe study relied upon a cross‐sectional design. Such a design consists of a single observation with no control groups, and so cannot be used to draw conclusions about causal relationships between the variables. In addition, the study examined only one professional group in one culture.Practical implicationsThe significant relationship between conservation and self‐transcendence values and perceptions of relational‐type contracts suggests that organizations should take this into account when making hiring and human resource (HR) management decisions.Originality/valueFew studies have examined how individual values relate to the type of psychological contract individuals perceive themselves involved in, or the way they perceive contract breach. Examining individual‐level values helps to elucidate the attitudes and behaviors of employees in the workplace.

Từ khóa


Tài liệu tham khảo

Baruch, Y. (1998), “The rise and fall of organizational commitment”, Human System Management, Vol. 17, pp. 135‐43.

Berings, D., De Fruyt, F. and Bouwen, R. (2004), “Work values and personality traits as predictors of enterprising and social vocational interests”, Personality and Individual Differences, Vol. 36, pp. 349‐64.

Brooke, P.P., Russell, D.W. and Price, J.L. (1988), “Discriminant validation of measures of job satisfaction, job involvement and organizational commitment”, Journal of Applied Psychology, Vol. 73, pp. 139‐45.

Cohen, A. and Caspari, L. (2011), “Individual values, organizational commitment, and participation in a change: Israeli teachers' approach to an optional educational reform”, Journal of Business and Psychology, Vol. 26, pp. 385‐96.

Colquitt, J.A. (2001), “On the dimensionality of organizational justice: a construct validation of a measure”, Journal of Applied Psychology, Vol. 86, pp. 386‐400.

Conway, N. and Briner, R.B. (2009), “Fifty years of psychological contract research: what do we know and what are the main challenges?”, in Hodgkinson, G.P. and Ford, J.K. (Eds), International Review of Industrial and Organizational Psychology, Wiley, Chichester, pp. 71‐130.

Coyle‐Shapiro, J.A.M. (2002), “A psychological contract perspective on organizational citizenship behavior”, Journal of Organizational Behavior, Vol. 23, pp. 927‐46.

Coyle‐Shapiro, J.A.M. and Kessler, I. (2003), “The employment relationship in the UK public sector: a psychological contract perspective”, Journal of Public Administration Research and Theory, Vol. 13, pp. 213‐30.

Coyle‐Shapiro, J.A.M. and Neuman, J.H. (2004), “The psychological contract and individual differences: the role of exchange and creditor ideologies”, Journal of Organizational Behavior, Vol. 64, pp. 150‐64.

Cropanzano, R. and Prehar, C.A. (2001), “Emerging justice concerns in an era of changing psychological contracts”, in Cropanzano, R. (Ed.), Justice in the Workplace: From Theory to Practice, Vol. 2, Lawrence Erlbaum Associates, Mahwah, NJ, pp. 245‐69.

Cropanzano, R., Rupp, D.E., Mohler, C.J. and Schminke, M. (2001), “Three roads to organizational justice”, in Ferris, J. (Ed.), Research in Personnel and Human Resources Management, Vol. 20, Elsevier Science, Amsterdam, pp. 1‐113.

Dulac, T., Coyle‐Shapiro, J.A‐M., Henderson, D. and Wayne, S. (2008), “Not all responses to breach are the same: a longitudinal study examining the interconnection of social exchange and psychological contract processes in organizations”, Academy of Management Journal, Vol. 51, pp. 1079‐98.

Fischer, R. and Smith, P.B. (2006), “Who cares about justice? The moderating effect of values on the link between organizational justice and work behavior”, Applied Psychology: An International Review, Vol. 55, pp. 541‐62.

Fontaine, J.R.J., Poortinga, Y.H., Delbeke, L. and Schwartz, S.H. (2008), “Structural equivalence of the values domain across cultures: distinguishing sampling fluctuations from meaningful variation”, Journal of Cross Cultural Psychology, Vol. 39, pp. 345‐65.

Francesco, A.N. and Chen, Z.X. (2004), “Collectivism in action: its moderating effects on the relationship between organizational commitment and employee performance in China”, Group & Organization Management, Vol. 29, pp. 425‐41.

Gelfand, M.J., Erez, M. and Aycan, Z. (2007), “Cross‐cultural organizational behavior”, Annual Review of Psychology, Vol. 58, pp. 479‐514.

Glazer, S., Daniel, S.K. and Short, K.M. (2004), “A study of the relationship between organizational commitment and human values in four countries”, Human Relations, Vol. 57, pp. 323‐45.

Greenberg, J. (1990), “Organizational justice: yesterday, today, and tomorrow”, Journal of Management, Vol. 16, pp. 399‐432.

Harman, H. (1967), Modern Factor Analysis, University of Chicago Press, Chicago, IL.

Ho, V.T., Weingart, L.R. and Rousseau, D.M. (2004), “Responses to broken promises: does personality matter”, Journal of Vocational Behavior, Vol. 65, pp. 276‐93.

Hui, C., Lee, C. and Rousseau, D.M. (2004), “Psychological contract and organizational citizenship behavior in China: investigating generalizability and instrumentality”, Journal of Applied Psychology, Vol. 89, pp. 311‐21.

Lam, S.K.S., Schaubroeck, J. and Aryee, S. (2002), “Relationship between organizational justice and employee work outcomes: a cross‐national study”, Journal of Organizational Behavior, Vol. 23, pp. 1‐18.

Liau‐Troth, M.A. (2005), “Are they here for the long haul? The effects of functional motives and personality factors on the psychological contracts of volunteers”, Nonprofit and Voluntary Sector Quarterly, Vol. 34, pp. 510‐30.

Liu, Y. and Cohen, A. (2010), “Values, commitment, and OCB among Chinese employees”, International Journal of Intercultural Relations, Vol. 34, pp. 493‐506.

Mathieu, J.E. and Farr, J.L. (1991), “Further evidence of the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction”, Journal of Applied Psychology, Vol. 76, pp. 127‐33.

Millward, L.J. and Hopkins, L.J. (1998), “Psychological contracts, organizational and job commitment”, Journal of Applied Social Psychology, Vol. 28, pp. 1530‐56.

Moorman, R.H. (1991), “Relationship between organizational justice and organizational citizenship behaviors: do fairness perceptions influence employee citizenship?”, Journal of Applied Psychology, Vol. 76, pp. 845‐55.

Niehoff, P.B. and Moorman, H.R. (1993), “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior”, Academy of Management Journal, Vol. 36, pp. 527‐56.

O'Donohue, W. and Nelson, L. (2009), “The role of ethical values in an expanded psychological contract”, Journal of Business Ethics, Vol. 90, pp. 251‐63.

Podsakoff, P.M. and Organ, D. (1986), “Self‐reports in organizational research: problems and prospects”, Journal of Management, Vol. 12, pp. 531‐44.

Raja, U., Johns, G. and Ntalianis, F. (2004), “The impact of personality on psychological contracts”, Academy of Management Journal, Vol. 47, pp. 350‐67.

Robinson, S.L. and Morrison, E.W. (2000), “The development of psychological contract breach: a longitudinal study”, Journal of Organizational Behavior, Vol. 21, pp. 525‐46.

Roe, R.A. and Ester, P. (1999), “Values and work: empirical findings and theoretical perspective”, Applied Psychology: An International Review, Vol. 48, pp. 1‐21.

Rousseau, D.M. (1995), Psychological Contracts in Organizations, Sage Publications, Thousand Oaks, CA.

Rousseau, D.M. and Schalk, R. (2000), Psychological Contracts in Employment: Cross‐national Perspectives, Sage Publications, Thousand Oaks, CA.

Schwartz, S.H. (1992), “Universals in the content and structure of values: theory and empirical tests in 20 countries”, in Zanna, M. (Ed.), Advances in Experimental Social Psychology, Vol. 25, Academic Press, New York, NY, pp. 1‐65.

Schwartz, S.H. (1996), “Value priorities and behavior: applying a theory of integrated value systems”, in Seligman, C., Olsen, J.M. and Zanna, M.P. (Eds), Values: The Ontario Symposium, Vol. 8, Lawrence Erlbaum Associates, Hillsdale, NJ, pp. 1‐25.

Schwartz, S.H. (1999), “A theory of cultural values and some implications for work”, Applied Psychology: An International Review, Vol. 48, pp. 23‐47.

Schwartz, S.H. (2005), “Robustness and fruitfulness of a theory on universals in individual human values”, in Tamayo, A. and Porto, J.B. (Eds), Valores e comportamento nas organizações (Values and Behavior in Organizations), Vozes, Petrópolis, pp. 56‐95.

Schwartz, S.H. and Bardi, A. (2001), “Value hierarchies across cultures: taking a similarities perspective”, Journal of Cross Cultural Psychology, Vol. 32, pp. 268‐90.

Schwartz, S.H. and Sagiv, L. (1995), “Identifying culture specifics in the content and structure of values”, Journal of Cross Cultural Psychology, Vol. 26, pp. 92‐116.

Schwartz, S.H., Sagiv, L. and Boehnke, K. (2000), “Worries and values”, Journal of Personality, Vol. 68, pp. 309‐46.

Schwartz, S.H., Melech, G., Lehmann, A., Burgess, S. and Harris, M. (2001), “Extending the cross‐cultural validity of the theory of basic human values with a different method of measurement”, Journal of Cross Cultural Psychology, Vol. 32, pp. 519‐42.

Schumacher, R.E. and Lomax, R.G. (1996), A Beginner's Guide to SEM, Lawrence Erlbaum Associates, Mahwah, NJ.

Suazo, M.M. and Turnley, W.H. (2010), “Perceived organizational support as a mediator of the relations between individual differences and psychological contract breach”, Journal of Managerial Psychology, Vol. 25, pp. 620‐48.

Suazo, M.M., Martinez, P.G. and Sandoval, R. (2009), “Creating psychological and legal contracts through human resource practices: a signaling theory perspective”, Human Resource Management Review, Vol. 19, pp. 154‐66.

Tallman, R.R.J. and Bruning, N.S. (2008), “Relating employees' psychological contracts to their personality”, Journal of Managerial Psychology, Vol. 23, pp. 688‐712.

Tekleab, A.G., Takeuchi, R. and Taylor, M.S. (2005), “Extending the chain of relationships among organizational justice, social exchange, and employee reactions: the role of contract violations”, Academy of Management Journal, Vol. 48, pp. 146‐57.

Thomas, D.C., Au, K. and Ravlin, E.C. (2003), “Cultural variation and the psychological contract”, Journal of Organizational Behavior, Vol. 24, pp. 451‐71.

Rousseau, D.M. (2001), “Schema, promise and mutuality: the building blocks of the psychological contract”, Journal of Occupational and Organizational Psychology, Vol. 74, pp. 511‐41.

Thông tin
Thông tin xuất bản

Journal of Managerial Psychology

Tập 27 Số 3

283-301

Thông tin tác giả