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Fairness and implied contract obligations in job terminations: The role of contributions, promises, and performance
Author(s) -
Rousseau Denise M.,
Anton Ronald J.
Publication year - 1991
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/job.4030120404
Subject(s) - seniority , obligation , employability , affect (linguistics) , job performance , psychology , social psychology , psychological contract , business , political science , job satisfaction , law , pedagogy , communication
Using the methodology of policy capturing, this research identifies the role that performance, time on the job, commitment of long‐term employment and employability play in judgment of termination fairness and employer obligations. Previous research (Rousseau and Anton, 1988) found that seniority and past commitments of long‐term employment contributed significantly to judgments of termination fairness and obligation. The present study considered these variables along with performance (past, present and future potential) using 116 participants in human resource management courses. Results indicated that present performance, time on the job, and commitments affect judgments regarding termination fairness and obligation. Past and future performance, however, had no impact on these judgments. Implications of the findings for understanding employer and employee obligations are discussed.