Unfortu- nately, although macro research has given some attention to contracts (e.g., Williamson, 1975), such a focus has been largely absent from research on organizational psychology. Accord- ingly, they merit a prominent place in the study of organizations. They serve to bind together individuals and organizations and regulate their be- havior, making possible the achievement of organizationa l goals. Contracts are a ubiquitous and necessary feature of organizations. We discuss implications for managing employees' beliefs regarding obligations and for future research on psy- chological contracts. An employer's failure to fulfill its com- mitments was found to be significantly associated witb decline in some types of employee obligations. During the first two years of employment, employees came to perceive that they owed less to their employers while seeing tbeir em- ployers as owing them more. In an exploratory longitudinal study of business school alumni, we investigated changes in employment obligations as perceived by em- ployees. This suggests the importance of differences in the type of exchange relationship, as perceived by the employee, for both employees and organizations.
Of particular note was the finding that the mutual high obligations relationship (both employee and employer obligations were consistently perceived to be high) showed much higher levels of perceived organizational support, career future, and affective commitment, and lower levels of turnover intention than all other types of exchange relationships. Results generally supported the existence of our proposed four-group typology since: (1) four distinct patterns of obligations emerged in the cluster analysis, and (2) mean differences were shown for the four exchange types on the criterion variables. Three hundred and twenty seven working MBA students participated in the study. Therefore, it would be possible to bring various indicators in each of dimension.Ī typology of four exchange relationships defined by two dimensions (degree of balance in employee and employer obligations level of obligation) was evaluated.
Surely, it always needs to adjust to the conditions and situations relevantly in each institution. At least, measurement of psychological contract used in higher education setting should be both of promissory (transactional) and non-promissory (relational) dimension. The exposure in understanding the dynamics of inter-dimensional and determine the appropriate model based on the characteristics of each academic institution. Through the method of literature review, it was carried out a critical discussion of the components in the measurement of psychological contract at higher education institutions. The number of measuring instruments has its version on some theoretical models raises curiosity as to what is actually appropriate. Psychological contract as a concept that can explain it, has not been widely studied in a higher education setting especially in Indonesia. Hope that emerged from the students on the fulfillment of obligations towards their university becomes something that can not be separated from the quality of the graduates. Human resource competitiveness was being one of higher education responsibility to complete, to achieve a great quality of their graduates. Higher education, as an institution that generates the nation's next future leader, is no longer burdened with merely providing knowledge alone.
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