ARE PSYCHOLOGICAL CONTRACTS IDIOSYNCRATIC?
Psychological contracts have been described as idiosyncratic but the extent to which psychological contracts are idiosyncratic has not been adequately examined. We proposed that organizational obligations would be idiosyncratic but that employee obligations would be both uniformly held with coworkers and mutually held with management and supervisors. Surveys were administered to 155 employees plus employees’ supervisors and management in 6 organizations. We found through correlation analyses that, as proposed, organization obligations are idiosyncratic but employee obligations are not. This latter finding contradicts current psychological contract theory. Management appears to be influencing employees with regards to employee obligations but not with regards to organizational obligations.ABSTRACT FROM AUTHORCopyright of Review of Business Research is the property of International Academy of Business &Economics (IABE) and its content may not be copied or emailed to multiple sites or
