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In Australia, a substantial proportion of men’s National Rugby League (NRL) players are of Pasifika (Pacific Islander and Māori) origin; however, this cultural group is a more modest proportion of the NRL’s non-athlete workforce. Using psychological contract (PC), we explored workplace expectations of non-athlete Pasifika employees and their employers in the NRL, either within the league or clubs. In terms of methodology, a ‘talanoa’ approach to interpersonal dialogue provided the framework for culturally relevant conversations, stories and ideas exchange with 30 individuals, including 20 Pasifika NRL employees and 10 non-Pasifika employers. Additionally, 21 sessions of fieldwork, including participant observations at Pasifika rugby league events were also used to collect data. Results indicate Pasifika knowledge and contribution are important in the NRL workplace. It is clear there is a positive shift to a ‘balanced’ psychological contract based on increased visibility and intercultural sharing of experiences and knowledge systems by Pasifika employees. However, non-Pasifika employers are still grappling to understand Pasifika socio-cultural sensibilities and to translate that, as appropriate, into management approaches. Diversity management is a tentative work in progress, with little knowledge about how management practices might optimize the skills and expectations of Pasifika employees with a view to better understanding and managing PC in professional sport.

Managing Psychological Contracts: Employer-Employee Expectations and Non-Athlete Pasifika Professionals in the National Rugby League (NRL)