Antecedents and consequences of relational components of the new psychological contract

Marcie A. Cavanaugh, Raymond A. Noe

Research output: Contribution to journalArticle

179 Scopus citations

Abstract

The literature regarding the new psychological contract suggests that the traditional paternalistic employer-employee relationship in U.S. companies has eroded. We investigated the relationship between relational components of the new psychological contract (personal responsibility for career development, commitment to type of work, and expectations of job insecurity), work experiences (involuntary job loss, organizational change, voluntary job change, and violation of obligations), and work outcomes (job satisfaction, participation in development activities, and intention to remain with the employer) We hypothesized that managerial and professional employees' level of agreement with relational components of the new psychological contract would mediate the relationship between their work experiences and work outcomes. In partial support of the model we found that level of agreement with relational components of the new psychological contract mediated the relationship between work experiences and intention to remain with the employer and job satisfaction. Contrary to the model, no relationship was found among work experiences, level of agreement with relational components of the new psychological contract, and participation in development activities.

Original languageEnglish (US)
Pages (from-to)323-340
Number of pages18
JournalJournal of Organizational Behavior
Volume20
Issue number3
DOIs
StatePublished - May 1999
Externally publishedYes

ASJC Scopus subject areas

  • Applied Psychology
  • Sociology and Political Science
  • Psychology(all)
  • Organizational Behavior and Human Resource Management

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