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Balanced versus Unbalanced Psychological Contracts in Temporary and Permanent Employment: Associations with Employee Attitudes

Published online by Cambridge University Press:  02 February 2015

Jeroen de Jong ,
René Schalk  and
Nele de Cuyper
Jeroen de Jong
Affiliation:
Tilburg University, the Netherlands
René Schalk
Affiliation:
Tilburg University, the Netherlands
Nele de Cuyper
Affiliation:
K. U. Leuven, Belgium
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Abstract

This study concerns balance in exchange relationships as described in the psychological contract literature about employees’ and employers’ promises and fulfilment of these promises. Balance is investigated, firstly, in relation to temporary versus permanent employment and, secondly, in relation to employees’ attitudes (fairness, job satisfaction, and intention to quit). Analyses were based on a Dutch sample of 290 temporary and 489 permanent workers. Regarding balance in mutual promises, we found that temporary workers were more likely to have psychological contracts with few mutual promises than permanent workers, while permanent workers were more likely to have psychological contracts with many mutual promises compared to temporary workers. Regarding balance in the fulfilment of promises, we found the opposite pattern, namely, that fulfilment was higher in temporary workers compared to permanent workers. Furthermore, only mutual high fulfilment of promises was associated with higher job satisfaction and fairness and with lower intentions to quit.

Keywords

employment relationshippsychological contractsreciprocitysocial exchangetemporary employment雇佣关系心理契约互惠社会交换临时雇佣
Type
Articles
Information
Management and Organization Review , Volume 5 , Issue 3 , November 2009 , pp. 329 - 351
Copyright
Copyright © International Association for Chinese Management Research 2009

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