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      Exploring the psychological contract during new normal: construction and validation of the revised psychological contract scale

      , , ,
      International Journal of Manpower
      Emerald

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          Abstract

          Purpose

          The study aims to explore and validate the revised psychological contract scale in this new normal era.

          Design/methodology/approach

          To serve the purpose, four studies were conducted. Study 1 was conducted for item generation through the extant literature review and phenomenological study. Study 2 highlighted the expert review. Study 3 explained the confirmatory factor analysis. At the end of study 3, the new psychological contract content had 14 items along with 15 traditional psychological contract content items. The nomological study validated the scale with the help of antecedent, i.e. supervisor's support, and outcomes, i.e. well-being and innovative behavior.

          Findings

          The revised psychological contract was bifurcated into two categories: new and traditional. Further, the revised psychological contract scale was having two dimensions: content and breach/fulfillment. The new content was the outcome of changes in perceived obligations due to pandemic. The nomological study found that supervisor support had a positive impact on the content of the psychological contract and fulfillment/breach of the psychological contract. Further, it was found that the new content of psychological contract was impacting more on well-being and innovative behavior than the traditional psychological contract.

          Research limitations/implications

          In the new normal era, the working style and patterns have changed. Thus, it was important to capture changes in perceived obligations and employees' perception regarding to which extent their organizations were able to meet these altered perceived obligations. The study has direct implications for the practitioners as the revised psychological contract scale enlisted the perceived obligations of the employee and the extent to which these obligations were fulfilled by the employer. The study is also helpful in developing new normal HR policies and practices in the organization.

          Originality/value

          The study is original as it creates a new scale to measure the content of psychological contract and fulfillment/breach of psychological contract during new normal.

          Related collections

          Most cited references132

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                Author and article information

                Contributors
                (View ORCID Profile)
                Journal
                International Journal of Manpower
                IJM
                Emerald
                0143-7720
                September 28 2022
                September 28 2022
                Article
                10.1108/IJM-05-2022-0201
                574c8ff6-5ce8-4467-98b8-9a0727660c84
                © 2022

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