dc.contributor.advisor | Harcourt, Mark | |
dc.contributor.advisor | Haar, Jarrod M. | |
dc.contributor.author | Khan, Khalid | |
dc.date.accessioned | 2016-12-19T00:04:20Z | |
dc.date.available | 2016-12-19T00:04:20Z | |
dc.date.issued | 2016 | |
dc.identifier.citation | Khan, K. (2016). Foci-specific Psychological Contracts: Target-similarity effects on foci-specific OCB and Job satisfaction (Thesis, Doctor of Philosophy (PhD)). University of Waikato, Hamilton, New Zealand. Retrieved from https://hdl.handle.net/10289/10823 | en |
dc.identifier.uri | https://hdl.handle.net/10289/10823 | |
dc.description.abstract | Psychological contracts provide a framework for understanding the employment relationship. The literature on psychological contracts has focused on the relationship of a focal-employee with a 'unitary employer'. This thesis employees the target-similarity model, proposed by Lavelle, Rupp, and Brockner (2007), to extend the psychological contract framework to include the foci-specific psychological contracts s a focal-person establishes with his/her organisation, supervisor, and peers. Three independent studies were carried out for this thesis. The first two studies concurrently tested the effects of foci-specific psychological contracts breach on work-related outcomes. The first study investigated the effect of foci-specific psychological contracts s breach on OCBs directed at the specific foci. The results from this study indicate that foci-specific psychological contract breach had a target-similarity effect on the OCBs directed at the foci breaching the psychological contracts. Results from this study also indicate that the psychological contract breach by the supervisor has a spill-over effect on the OCBs directed at the organisation and the peers. The results from the second study also confirmed that the foci-specific psychological contract breach had a target-similarity effect on the focal-person's satisfaction with the foci breaching the psychological contracts. Results from this study also confirmed that foci-specific psychological contract breach had spillover effect on the focal-person's satisfaction with the various organisational foci. Study three was designed to empirically test the effects of peer-to-peer psychological contract breach on a focal-person's satisfaction with his/her peers. The results from this study included the identification of the content of the peer-to-peer psychological contract, and confirmed the negative relationship between the breach of peer-to-peer psychological contracts s and satisfaction with peers. Implications for the psychological contract theory, future research, and practice are discussed at the end of the thesis. | |
dc.format.mimetype | application/pdf | |
dc.language.iso | en | |
dc.publisher | University of Waikato | |
dc.rights | All items in Research Commons are provided for private study and research purposes and are protected by copyright with all rights reserved unless otherwise indicated. | |
dc.subject | Psychological Contracts | |
dc.subject | OCB | |
dc.subject | Satisfaction | |
dc.subject | Peers | |
dc.subject | Work-group | |
dc.subject | Target-similarity | |
dc.title | Foci-specific Psychological Contracts: Target-similarity effects on foci-specific OCB and Job satisfaction | |
dc.type | Thesis | |
thesis.degree.grantor | University of Waikato | |
thesis.degree.level | Doctoral | |
thesis.degree.name | Doctor of Philosophy (PhD) | |
dc.date.updated | 2016-12-15T12:05:59Z | |
pubs.place-of-publication | Hamilton, New Zealand | en_NZ |