Mutuality and reciprocity in the psychological contracts of employees and employers
Mutuality and reciprocity in the psychological contracts of employees and employers
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DOI：
10.1037/0021-9010.89.1.52
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发表时间：
2004-02-01
影响因子：
9.9
通讯作者：
Rousseau, DM
中科院分区：
文献类型：
--
作者：
Dabos, GE;Rousseau, DM
作者评估了雇员和他或她的雇主的共同看法，以检验雇佣关系中的互惠和互惠。配对心理契约报告来自16个大学研究中心的80对雇员-雇主组合。在深入研究科研环境的基础上，研究主任被确定为大学（雇主）在塑造科研人员（雇员）的雇佣条件方面的主要代理人。本研究通过评估雇员和雇主关于交换协议的信念的一致性程度，绘制了互惠性和互惠性在心理契约中的变化和后果。结果表明，除了自我报告的满足期望和继续与雇主合作的意愿外，互惠性和互惠性都与研究生产力和职业发展的档案指标呈正相关。提出了心理契约理论的启示。
The authors assessed the joint perceptions of the employee and his or her employer to examine mutuality and reciprocity in the employment relationship. Paired psychological contract reports were obtained from 80 employee-employer dyads in 16 university-based research centers. On the basis of in-depth study of the research setting, research directors were identified as primary agents for the university (employer) in shaping the terms of employment of staff scientists (employees). By assessing the extent of consistency between employee and employer beliefs regarding their exchange agreement, the present study mapped the variation and consequences of mutuality and reciprocity in psychological contracts. Results indicate that both mutuality and reciprocity are positively related to archival indicators of research productivity and career advancement, in addition to self-reported measures of Met Expectations and intention to continue working with the employer. Implications for psychological contract theory are presented.