Electronic Thesis and Dissertation Repository

Degree

Master of Science

Program

Psychology

Supervisor

Dr. John Meyer

Abstract

Feature-based measures have been suggested as a solution to some of the many issues associated with measuring psychological contracts. This study involved the refinement of an existing feature-based measure, including adding and rewriting items, to provide a concise but comprehensive and generalizable measure of transactional and relational psychological contracts. Data were collected from an online sample of full-time employees. Analyses revealed three main psychological contract feature dimensions (transactional, individual relational, and group relational) clustered into three contract types (predominantly transactional, predominantly relational, and balanced). Moreover, the balanced contract type had the highest mean score on positive workplace outcome variables, such as commitment, engagement, and organizational citizenship behaviours. The predominantly transactional contract type had the lowest mean score for each of these variables, as well as the highest mean score for turnover intentions. Theoretical and practical implications for this measure, as well as future directions for research, are discussed.


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