Abstract
Using a 2 × 2 design, this study incorporates psychological contract theory and the “good cause norm” to investigate discharge
policy information and implied promises of job security on reactions to the job offer letter. Results indicate that while
embedded implied promises significantly increase perceptions of organizational attraction relative to a control, they demonstrate
no discernable effects on recruit perceptions of organizational psychological contract obligations. Furthermore, embedded
at-will disclaimers, alone or in combination with implied promises, significantly reduce perceptions of organizational attractiveness
and organizational psychological contract obligations. Implications are discussed.
policy information and implied promises of job security on reactions to the job offer letter. Results indicate that while
embedded implied promises significantly increase perceptions of organizational attraction relative to a control, they demonstrate
no discernable effects on recruit perceptions of organizational psychological contract obligations. Furthermore, embedded
at-will disclaimers, alone or in combination with implied promises, significantly reduce perceptions of organizational attractiveness
and organizational psychological contract obligations. Implications are discussed.
- Content Type Journal Article
- Pages 1-21
- DOI 10.1007/s10672-011-9168-0
- Authors
- Jessica McKinney, Avatar Management Services, Macedonia, OH 44056, USA
- Brian G. Whitaker, Department of Management, Appalachian State University, 4078 Raley Hall, Boone, NC 28607, USA
- Hugh Hindman, Department of Management, Appalachian State University, 4065 Raley Hall, Boone, NC 28607, USA
- Journal Employee Responsibilities and Rights Journal
- Online ISSN 1573-3378
- Print ISSN 0892-7545