Article Abstract:
David E. Guest's (1998) arguments regarding psychological contracts are based on misconceptions and therefore need clarification. One particular flaw in Guest's reasoning is his assertion that the concept of the psychological contract is based on the inappropriate use of a legal metaphor. He went on to say that the psychological contract is a metaphor and not a construct. However, there is substantial empirical evidence to prove the construct validity of the psychological contract. These include the consistent findings by researchers that violation of the psychological contract differs significantly from unmet expectations and the highly differing responses between individuals with transactional contracts and those with relational ones.
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Article Abstract:
The limitations of existing empirical research on psychological contracts can be adequately addressed using multiple assessment methodologies. This approach to operationalizing psychological contracts involves content measures that focus on the terms of the contract for which individuals are responsible as well as feature measures that evaluate the characteristics of the psychological contract itself. Another important feature of the multiple assessment framework is the use of evaluation measures to compare judgments made by individuals in the context of the contract.
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Article Abstract:
Workers still identify with organizations because of an inherent desire to belong to a social system. Situated identification provide better chances of effectively organizing new forms of work by spearheading a collective sense of common interest among all workers. Deep structure identification is often seen in high involvement work systems, and for workers of full-time, permanent or core role who get wider and better array of organizational rewards.
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