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A Sensemaking Model of Employee Evaluation of Psychological Contract Fulfillment: When and How Do Employees Respond to Change?
Anjali Chaudhry1*,
Sandy J. Wayne2,
and
René Schalk3
1 Saint Xavier University
2 University of Illinois at Chicago
3 Tilburg University, The Netherlands
* To whom correspondence should be addressed. E-mail: chaudhry{at}sxu.edu.
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Abstract |
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There is growing attention in the academic literature and popular press regarding workplace transitions. Change is frequently mentioned as a defining quality of the new workplace and, in turn, employment relationships. A framework is presented that describes employee evaluation of the employment relationship in the context of change. Specifically, the authors apply psychological contract and sensemaking theories to address two questions: What contextual factors shape employee perceptions of change in psychological contract fulfillment? and What cognitive factors shape employee responses to perceptions of deficiency in psychological contract fulfillment? The authors’ aim is to enhance understanding of employment relationships in the context of organizational change and stimulate empirical research that treats change context as a substantive variable. The authors discuss theoretical and practical implications of the framework. Recommendations for practitioners engaged in organizational change are offered
First published on October 14, 2009
The Journal of Applied Behavioral Science 2009, doi:10.1177/0021886309341739
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