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Edited by Yannick Griep and Cary Cooper

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Edited by Yannick Griep and Cary Cooper

The psychological contract is considered a critical construct in organizational behavior literature because it informs employee emotions, attitudes, and behaviors in the workplace. Although the psychological contract has been explored extensively over the last 50 years, numerous theoretical, conceptual, empirical, methodological, and analytical changes have pushed the field forward. As such, it is time to take stock and move forward. The contributors to this Handbook explore in detail this important component of modern management thinking.
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Samantha D. Hansen and Yannick Griep

Like organizational commitment, research on the ‘psychological contract’ (PC) provides an important framework for helping employers to understand and manage their relationships with employees. A PC represents the employee’s beliefs about mutual obligations exchanged with the employer. This chapter offers an overview of key topics and theoretical refinement in the study of PCs, with special attention to theoretical and empirical connections with organizational commitment. Although organizational commitment is treated primarily as an outcome variable in the extant PC literature, recent theoretical developments in the study of PCs suggest a far more complex role of organizational commitment for future research. The authors discuss several exciting opportunities for the concurrent study of PCs and organizational commitment (for example, how commitment changes over time as a function of PC phase) and explore how the organizational commitment literature can inform future exploration of PC processes.