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Violating the psychological contract: Not the exception but the norm
Author(s) -
Robinson Sandra L.,
Rousseau Denise M.
Publication year - 1994
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.4030150306
Subject(s) - psychological contract , graduation (instrument) , psychology , social psychology , norm (philosophy) , reciprocal , turnover , clinical psychology , demographic economics , applied psychology , economics , political science , management , law , linguistics , philosophy , geometry , mathematics
The occurrence and impact of psychological contract violations were studied among graduate management alumni ( N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.