Tomprou, M. & Nikolaou, I. (2006). Exploring the dynamics of newcomers’ psychological contract creation; An alternative socio-cognitive approach. 26th International Congress of Applied Psychology,
Tomprou, M. & Nikolaou, I. (2006). Exploring the dynamics of newcomers’ psychological contract creation; An alternative socio-cognitive approach. 26th International Congress of Applied Psychology, Athens, Greece.
Employee’s Violation Feelings of Betrayal, Resentment, Outrage, Distress
Newcomer’s mood Fluctuation of Positive and Negative Emotions
Potential Dynamics of Psychological Contract Creation(1)
Work experience may have differential effects on the way newcomers interpret the promises sent by the organizations and their expectations.
Ideology of self – reliance . Newcomers who believe that their career and employability depends on their own efforts may revise their expectations and perceive the other side’s promises with less emotional reactions than their non self – reliant counterparts.
Within the framework of social exchange, exchange ideologists who perceive lack of organizational reciprocation regarding salient for them contract terms may provoke more intense negative reactions than their counterparts who are more aware of their reciprocation.
Proactive individuals will tend to form balanced psychological contracts with less negative emotions during their socialization, as well as fewer perceptions of breach and violation.
Potential Dynamics of Psychological Contract Creation (2)
We argue that future research may need to investigate differentially the influence of contract makers and facilitators during psychological contract formation.
It is worth investigating the role of formal and informal conversations as a means of information seeking regarding perceived obligations.
Supervisors and colleagues who are perceived as welcoming and accessible to any kind of request may promote newcomers’ adaptability with less negative reactions.
Within the context of positive relationships, newcomers receiving mentoring may also formulate a more balanced psychological contract than non-mentored counterparts.
Potential Dynamics of Psychological Contract Creation (3)
Organizational and recruitment image may provide to prospect employees implicit messages about the nature of the working relationship with the focal organization.
Socialization practices applied by the organization may also influence newcomers’ psychological contracting processes.
Issues of procedural and interactional (in) justice are expected to influence newcomers psychological contract either negatively or positively .
Indicators of a Balanced Psychological Contract
Org. Representatives prefer formal conversations and formal procedures to convey messages ≠ Facilitators employ informal ways (such as chatting, storytelling) to teach newcomers the ropes regarding the new contract terms.