Psychological contracts have been extensively studied as a framework for describing social exchange processes implied in employment relationships. An important stream of research has dealt with the consequences of psychological contract evaluations. Over the years, growing evidence has indicated that the psychological contract–outcome link is not a simple linear one. In this chapter, the authors review theoretical ideas as well as different study designs and empirical approaches dealing with non-linear relations between psychological contract evaluations and diverse outcomes. They also discuss the role of moderator variables at the macro-level (societal system, culture, and labour market), meso-level (organisational characteristics, culture, and politics), and micro-level (individual characteristics). This chapter contributes to a nuanced understanding of differential effects caused by psychological contracts, and provides ideas for future refinement of theoretical processual models linking the formation and dynamic changes of psychological attitudes to the behaviour as well as the well-being of employees.
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Front Matter
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PART I: REVISITING THE PSYCHOLOGICAL CONTRACT RESEARCH
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PART II: NEW CONCEPTUAL AND THEORETICAL DEVELOPMENTS
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PART III: INTRODUCING THE DYNAMIC PSYCHOLOGICAL CONTRACT
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PART IV: NEW METHODOLOGICAL AND ANALYTICAL DEVELOPMENTS
