Discharge Policy Information In The Job Offer Letter: Its Impact On Recruit Perceptions Of Psychological Contract Formation And Organizational Attraction

ASU Author/Contributor (non-ASU co-authors, if there are any, appear on document)
Brian Whitaker Ph.D., Assistant Professor (Creator)
Institution
Appalachian State University (ASU )
Web Site: https://library.appstate.edu/

Abstract: Using a 2×2 design, this study incorporates psychological contract theory andthe “good cause norm” to investigate discharge policy information and implied promises of job security on reactions to the job offer letter. Results indicate that while embeddedimplied promises significantly increase perceptions of organizational attraction relative to a control, they demonstrate no discernable effects on recruit perceptions of organizational psychological contract obligations. Furthermore, embedded at-will disclaimers, alone or in combination with implied promises, significantly reduce perceptions of organizational attractiveness and organizational psychological contract obligations. Implications are discussed

Additional Information

Publication
Jessica McKinney & Brian G. Whitaker & Hugh Hindman (2012) "Discharge Policy Information In The Job Offer Letter: Its Impact On Recruit Perceptions Of Psychological Contract Formation And Organizational Attraction." Employee Responsibilities and Rights Journal Version of Record available At www.springer.com [DOI 10.1007/s10672-011-9168-0]
Language: English
Date: 2012
Keywords
Psychological contract, Good cause norm, Recruitment, Job offer letter, At-will, Organizational attractiveness

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