Clarifying the Content of Psychological Contracts with Meta-synthesis Method

In the complex world of today's organizations, one of the areas that has attracted the attention of researchers in the relationship between the individual and the organization is the psychological contract between employees and the employer. Psychological contract refers to the unwritten obligations of employees and the employer to each other. The present study aims to qualitatively combine the results of studies conducted in the field of content of psychological contracts and provide a general framework in this field.

In this research, using the meta-combined approach, the results and findings of previous researchers have been analyzed. 641 sources were identified by conducting studies on the content of psychological contracts in reputable foreign and domestic scientific databases. Finally, after some steps, data have been collected from 13 studies conducted in this field. To evaluate the validity of meta-combination, Kasp tool and also to measure the reliability of meta-combination, Kappa Cohen index has been used, which was obtained as 0.868 in SPSS and is at a good level.

The results show that unwritten obligations of employees to the organization have five concepts (organizational citizenship behavior, loyalty, ethics, job performance and flexibility) and unwritten obligations of employees to employees have four categories and fifteen concepts (job and related factors, The environment of the organization is the growth of employees, rewards and public benefit).

Managing psychological contracts in the relationship between the individual and the organization, in order to achieve positive attitudes and behavioral consequences and minimizing the consequences of violating these contracts requires comprehensive attention to the content of psychological contracts in all dimensions.