The anticipatory psychological contract of management graduates: Validating a psychological contract expectations questionnaire

Werner G Gresse,Barend J Linde

doi:10.4102/sajems.v23i1.3285

Abstract

Background: It was proposed that if we assess an individual’s mental schema, it may facilitate a better understanding of the psychological contract formation process. This will add a theoretical contribution to the anticipatory psychological contract research, as it will enhance our understanding of the specific terms of the psychological contract, which are only present during the organisation entry phase.Aim: We aimed at developing and validating an instrument to measure the psychological contract expectation of university graduate labour market entrees. This information could enhance our knowledge of both the anticipatory psychological contract and psychological contract development.Setting: The research was conducted on third-year students from two different campuses of a South African university. The sample consisted of a total of 316 participants.Methods: We used an exploratory quantitative research approach to measure prospective employees’ anticipatory psychological contract. The newly developed Psychological Contract Expectations Questionnaire (PCEQ) was administered and analysed.Results: Results indicated that some of the instruments within the PCEQ are reliable and valid to measure the anticipatory psychological contract of graduates. The descriptive statistics and correlation coefficient results clearly enhanced our understanding of how the anticipatory psychological contract works.Conclusion: Our research contributes to anticipatory psychological contract research by introducing the PCEQ questionnaire to effectively measure the anticipatory obligations, anticipatory expectations, entitlement and anticipatory state of the psychological contract of prospective employees’ mental schema.

Highlights

Upon organisational entry, an occupational newcomer holds an already established set of implicit expectations and obligations – a rudimentary psychological contract – based on expectations of unspecified rights and obligations that becomes more elaborate throughout their professional career as they gain experience (De Vos, Buyens & Schalk 2005; Rousseau 2001; Shore & Tetrick 1994)
Anticipatory employee expectations The anticipatory employee expectations (AEX) refer to the expectations that employees have regarding future employment
Our research contributes to anticipatory psychological contract research by introducing the Psychological Contract Expectations Questionnaire (PCEQ) questionnaire to effectively measure the anticipatory obligations, anticipatory expectations, entitlement and anticipatory state of the psychological contract (ASPC) of prospective employees’ mental schema, with all the results supporting validity and reliability

Summary

Introduction

An occupational newcomer holds an already established set of implicit expectations and obligations – a rudimentary psychological contract – based on expectations of unspecified rights and obligations that becomes more elaborate throughout their professional career as they gain experience (De Vos, Buyens & Schalk 2005; Rousseau 2001; Shore & Tetrick 1994). These beliefs by the workplace newcomer are not necessarily based on the actual employment relationship and the resulting legal contract, but rather from social, normative and implicit contract sources. This will add a theoretical contribution to the anticipatory psychological contract research, as it will enhance our understanding of the specific terms of the psychological contract, which are only present during the organisation entry phase

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Conclusion