Assessing the nature of psychological contracts: a validation of six dimensions
研究开发了心理契约的六维度评估框架（有形性、范围、稳定性、时间框架、交换对称性、契约层次），并在1106名员工样本中验证了其与正式合同特征、人力资源实践、情感承诺和个人控制的关系。
Abstract The purpose of this study is to develop a feature‐oriented assessment of psychological contracts, an underdeveloped approach to psychological contracts. Relying on theoretical frameworks in psychological contract research, industrial relations studies, and a cross‐national study on psychological contracts, we identify six dimensions that capture the nature of psychological contracts: tangibility, scope, stability, time frame, exchange symmetry, and contract level. We validate this expanded conceptualization of psychological contracts by developing a nomological network and testing it in a large, representative sample of 1106 employees. The results indicate the significance of formal contract characteristics and HR practices as two antecedents shaping the nature of psychological contracts. In addition, the hypothesized relationships between the three dimensions of time frame, exchange symmetry, and contract level with affective commitment are confirmed as well as the relationships between tangibility, scope and flexibility with personal control. The results further indicate the importance of assessing both employer and employee obligations given the differential effect of the contract makers. Copyright © 2004 John Wiley & Sons, Ltd.