Psychological Contracts

Abstract

The theory of psychological contracting provides a framework to explore occupational work group differences in the promises and violations employees perceive. Prior research suggests that work status may affect perceived promises and violations, but the perception will depend on the promise issue. To test previous qualitative findings using quantitative methods, 163 full-time employees from approximately 25 organizations completed a survey assessing perceived quality communication and work-life promises and violations. As predicted, data reveal a significant interaction suggesting that white-collar employees perceive quality communication promises to a greater extent than blue-collar employees, but there is no significant difference in perception about work-life promises. A similar interaction pattern emerges for perceptions of promise fulfillment; however, contrary to what was predicted, participants report perceptions of promise overfulfillment rather than negative violations.

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