Online citations, reference lists, and bibliographies.
← Back to Search

Linking Strategy And Human Resource Practices: How Employee And Customer Contracts Are Created

D. Rousseau, Kimberly A. Wade-Benzoni
Published 1994 · Economics

Cite This
Download PDF
Analyze on Scholarcy
Share
Organizations implement their business strategies through the human resource (HR) practices they use. These practices are major determinants of employees' psychological contracts. How employees interpret the terms of their employment impacts motivation, innovation, and customer service. This article describes four common types of psychological contracts in US firms and the HR practices that create them. It develops a framework for understanding how each contract shapes employee performance, retention, cooperation with fellow employees and customer responsiveness. It presents recommendations for more effectively managing the link between business strategy and the psychological contract of employees. © 1994 by John Wiley & Sons, Inc.
This paper references



This paper is referenced by
Psychological Contract in Nigeria: A Conceptual Explication and Mutuality Debate
Justin Mgbechi Odinioha Gabriel (2012)
Barriers to the evaluation of human resource management initiatives : three public sector case studies
D. Skinner (2001)
10.5465/AMR.2003.10899381
Violations of Principle: Ideological Currency in the Psychological Contract
J. A. Thompson (2003)
Impact of Trust and Social Support on Employee's Job Satisfaction and Commitment
Chang-Lung Hsieh (2010)
10.5465/AMR.2004.12736076
Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System
D. Bowen (2004)
10.1108/02621710710777264
Predicting charlatan behaviour in a non‐Western setting: lack of trust or absence of commitment?
G. Gbadamosi (2007)
Strategic training practices, effective organizational commitment, and turnover intention: The mediating role of psychological contract
R. Anvari (2010)
10.1108/17471111111141477
Global HRM and the dilemma of competing stakeholder interests
Satu Lähteenmäki (2011)
THE EFFECT OF RECRUITMENT AND SELECTION PRACTICES ON WORK ETHICS; A CASE STUDY OF THE GHANA POLICE SERVICE
Hammond Nyaaba Joseph (2014)
10.1108/MRR-09-2013-0226
Deepening the consequences of double fit for organisational performance
Natalia García-Carbonell (2014)
UNDERSTANDING STUDENT CHARTERS THROUGH PSYCHOLOGICAL CONTRACTS IN HIGHER EDUCATION: A GROUNDED THEORY APPROACH
J. Osborn (2019)
10.4337/9781848441224.00027
Would using the psychological contract increase entrepreneurial business development potential
D. Blackman (2006)
10.5172/impp.2007.9.1.2
Formation of the appropriability regime: Strategic and practical considerations
P. Hurmelinna-Laukkanen (2007)
10.1002/JOB.4030150403
The boundaryless career: a competency- based perspective
Robert Defillippi (1994)
10.1177/0092070303031003005
The effect of management commitment to service quality on employees’ affective and performance outcomes
E. Babakus (2003)
10.1108/00483481111169625
Balancing HRM: the psychological contract of employees
Mariëlle Sonnenberg (2011)
10.1007/S13162-015-0067-7
Retail capability systems
Efua Obeng (2015)
ASPECTS OF STRATEGIC PLANNING AND STRATEGY IMPLEMENTATION IN HIGHER EDUCATION INSTITUTIONS
A. Bassa (2013)
10.1016/S1053-4822(02)00066-9
An integrative framework for understanding cross-national human resource management practices
P. Budhwar (2002)
10.1111/j.1467-9310.2007.00460.x
Nature and Dynamics of Appropriability: Strategies for Appropriating Returns on Innovation
P. Hurmelinna-Laukkanen (2007)
10.1111/J.1748-8583.1997.TB00274.X
Performance management and the psychological contract
P. Stiles (1997)
10.1016/J.JVB.2007.09.002
Executive Career Management: Switching Organizations and the Boundaryless Career
R. Cheramie (2007)
10.1080/09585190500521656
New working arrangements: changing the nature of the employment relationship?
D. Dart (2006)
10.1504/IJICBM.2011.042910
Examining psychological contract contents in India: the employee perspective
U. Aggarwal (2011)
Psykologiska kontrakt : Faktorer som påverkar konsultens uppfattning av sina egna och uppdragsgivarens åtaganden
K. Eriksson (2013)
10.1016/J.REDEE.2014.03.002
El papel moderador de la percepción del sistema de dirección de recursos humanos y su influencia en los resultados organizativos
Natalia García Carbonell (2014)
10.1007/S10551-015-2556-X
Corporate Philanthropic Responses to Emergent Human Needs: The Role of Organizational Attention Focus
A. Muller (2016)
The changing psychological contract: challenges and implications for HRM, organisations and employees
Heather Maguire (2003)
Analysis of Human Resource Management Practices and Firm Efficiency of Consumer Goods Manufacturing Firms in Kenya
Bulitia Godrick Mathews (2016)
Learning; Advertising; *College Choice; Colleges; Comparative Analysis; Developed Nations; Foreign Countries; *Fringe Benefits; Human Resources; *Information Technology; *Job Training; Labor Force Development; Literature Reviews; *Marketing of Education; Newspapers; Postsecondary Education; *Recruit
Descriptors Adult (2002)
10.1007/S10672-004-4637-3
“Good Cause Beliefs” in an “At-Will World”? A Focused Investigation of Psychological Versus Legal Contracts
M. Roehling (2004)
10.1108/01425450710741720
Trust and the psychological contract
C. Atkinson (2007)
See more
Semantic Scholar Logo Some data provided by SemanticScholar