New hire perceptions of their own and their employer's obligations: A study of psychological contracts
Article first published online: 20 NOV 2006
Copyright © 1990 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 11, Issue 5, pages 389–400, September 1990
How to Cite
Rousseau, D. M. (1990), New hire perceptions of their own and their employer's obligations: A study of psychological contracts. J. Organiz. Behav., 11: 389–400. doi: 10.1002/job.4030110506
- Issue published online: 20 NOV 2006
- Article first published online: 20 NOV 2006
- Manuscript Revised: 1 JUN 1989
- Manuscript Received: 25 JUL 1988
Psychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.