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The psychological contract and the normative contract in the organisation: A multilevel perspective.

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Title: The psychological contract and the normative contract in the organisation: A multilevel perspective.
Authors: Haste, B.R., Robins, G., Pattison, P.
Source: Australian Journal of Psychology. Aug2003 Supplement, Vol. 55, p128-128. 1/4p.
Subjects: Industrial relations, Management, Industrial psychology
Abstract: The psychological contract represents the employee's beliefs or perceptions regarding the terms of the employment relationship. The normative contract is the shared psychological contract that emerges when members of a group in the organisation hold common beliefs and share similar interpretative schema. This represents a multilevel proposition where the individual-level constructs are psychological contracts and the group-level construct is the normative contract. A multilevel study was conducted to investigate whether a group-level normative contract would be evident in work teams in an organisation. A self-completion survey questionnaire was administered to employees in 30 work teams in a manufacturing organisation. The questionnaire contained measures of the terms of the employee's individual psychological contract. The sample comprised 205 employees in 30 work teams. The work teams ranged in size from four to 15 employees (M = 6.83, SD = 2.89). An intercepts-as outcomes hierarchical linear model indicated that group-level classification of work team was positively related to the dependent variable of the employee's psychological contract. The results indicate evidence for the presence of a group-level normative contract in work teams in an organisation. The following group level factors are proposed to explain the group-level effect of the normative contract: work team interdependence; work team cohesion; and quality of leader-member exchange in the work team. These factors may strengthen the normative contract in work teams within organisations. [ABSTRACT FROM AUTHOR]
Copyright of Australian Journal of Psychology is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: The psychological contract and the normative contract in the organisation: A multilevel perspective.
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  Data: <searchLink fieldCode="AR" term="%22Haste%2C+B%2ER%2E%22">Haste, B.R.</searchLink><br /><searchLink fieldCode="AR" term="%22Robins%2C+G%2E%22">Robins, G.</searchLink><br /><searchLink fieldCode="AR" term="%22Pattison%2C+P%2E%22">Pattison, P.</searchLink>
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  Data: <searchLink fieldCode="JN" term="%22Australian+Journal+of+Psychology%22">Australian Journal of Psychology</searchLink>. Aug2003 Supplement, Vol. 55, p128-128. 1/4p.
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  Data: <searchLink fieldCode="DE" term="%22Industrial+relations%22">Industrial relations</searchLink><br /><searchLink fieldCode="DE" term="%22Management%22">Management</searchLink><br /><searchLink fieldCode="DE" term="%22Industrial+psychology%22">Industrial psychology</searchLink>
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  Data: The psychological contract represents the employee's beliefs or perceptions regarding the terms of the employment relationship. The normative contract is the shared psychological contract that emerges when members of a group in the organisation hold common beliefs and share similar interpretative schema. This represents a multilevel proposition where the individual-level constructs are psychological contracts and the group-level construct is the normative contract. A multilevel study was conducted to investigate whether a group-level normative contract would be evident in work teams in an organisation. A self-completion survey questionnaire was administered to employees in 30 work teams in a manufacturing organisation. The questionnaire contained measures of the terms of the employee's individual psychological contract. The sample comprised 205 employees in 30 work teams. The work teams ranged in size from four to 15 employees (M = 6.83, SD = 2.89). An intercepts-as outcomes hierarchical linear model indicated that group-level classification of work team was positively related to the dependent variable of the employee's psychological contract. The results indicate evidence for the presence of a group-level normative contract in work teams in an organisation. The following group level factors are proposed to explain the group-level effect of the normative contract: work team interdependence; work team cohesion; and quality of leader-member exchange in the work team. These factors may strengthen the normative contract in work teams within organisations. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Australian Journal of Psychology is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Text: English
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              Text: Aug2003 Supplement
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