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Samantha D. Hansen

Construct clarity refers to the precision of a construct’s conceptual definition and the extent to which that definition is consistently adopted in the literature. Construct ambiguity makes it difficult to understand how particular findings fit relative to others in the literature, impeding the ability to understand fully the phenomenon in question. This has negative implications both for scholarly advancement and for practice. In this chapter, the author identifies and addresses problems of construct ambiguity in the study of psychological contracts. The author’s assessment suggests that construct ambiguity has interfered with the coherence of this literature. For example, the term ‘psychological contract’ has represented distinct constructs (i.e., the jingle fallacy), and different terms (e.g., ‘breach’, ‘violation’) have represented the same concept (i.e., jangle fallacy). The author discusses recent efforts to strengthen construct clarity in the study of psychological contracts and suggests next steps to further build a coherent literature.

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Safâa Achnak and Samantha D. Hansen

The psychological contract has been widely used in the study of the ever-changing employee–employer relationship. However, most existing research has used ‘timeless’ theories and research methods. Consequently, there is a lack of knowledge about how the employment relationship develops and changes over time as a process. Further, little is known about how such dynamics relate to changes in other work-related phenomena. An understanding of these dynamic relationships is needed to grasp fully the reality of the employment relationship. This chapter aims to highlight the pertinence of incorporating ‘time’ and ‘timing’ in the study of psychological contracts. Indeed, the incorporation of temporal features such as processes, trajectories, and reciprocity will give rise to new and interesting time-sensitive research questions and research methods that can better inform work relationships.

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Edited by Yannick Griep and Samantha D. Hansen

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Edited by Yannick Griep and Samantha D. Hansen

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Yannick Griep and Samantha D. Hansen

The editorial boards of leading organizational behavior journals have launched several calls for more dynamic research. The reason is that there is a growing awareness that most phenomena in organizational behavior are inherently temporal, and that it is important to study how these phenomena and their relationships evolve and change over time, how employees react to these changes, and how trajectories develop over time. Despite the obvious role of time, it bears little empirical acknowledgment in the organizational behavior literature. As a result, we know and understand little about the factors related to the emergence or decline of the phenomena under study, their stability or dynamism, the sequence of their occurrence, or their rate of change. This presents a major barrier to advancing the organizational behavior literature because the role of time is essential to fully comprehend the processes underlying the development and impact of emotions, attitudes, and behaviors in the workplace. This volume includes chapters written by leading scholars whose work shifts focus from a differential to a temporal and process-oriented lens to enhance understanding of how things happen (e.g., interrelationships among temporal aspects of phenomena), as well as why things happen (e.g., exploring determinants of these temporal aspects). In light of the aforementioned limitations in the broad field of organizational behavior, the objective of this particular volume is to challenge and refine the way scholars think about organizational behavior and offer the conceptual, statistical, and methodological tools needed to move the field of organizational behavior forward.

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Edited by Yannick Griep and Samantha D. Hansen

Handbook on the Temporal Dynamics of Organizational Behavior is designed to help scholars begin to address the temporal shortcomings in the extant organizational behavior literature. The handbook provides conceptual and methodological reasons to study organizational behavior from a dynamic perspective and offers new conceptual and theoretical insights on some of the most popular organizational behavior topics. Unlike many other handbooks, this one provides methodological and analytical tools, including syntax and example data files, to help researchers tackle dynamic research questions effectively.
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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.