Publication Type
Conference Proceeding Article
Version
publishedVersion
Publication Date
12-2009
Abstract
The psychological contract describes employees’ beliefs regarding the reciprocal obligations between themselves and their employer. While research has examined the consequences of psychological contract fulfillment and breach, there is limited understanding of how employees’ preferences for psychological contract inducements may vary across different stages of their careers. Drawing on career stage theory, this paper develops a conceptual framework proposing that employees at different perceived career stages will prioritize different inducements from their employer. Using Super’s career stage model, the paper identifies stage-specific inducements that may be valued by employees at early, mid, and late career stages. The framework offers insights into how organizations can design more attractive and sustainable employment relationships by aligning inducements with employees’ career stage perceptions, thereby enhancing retention and engagement.
Keywords
Psychological contract, career stages, employee inducements, employment relationship, organizational commitment, employee retention, career development, human resource management
Discipline
Organizational Behavior and Theory
Publication
ANZAM 2009 Conference Proceedings – Sustainable Management and Marketing
Publisher
Australian and New Zealand Academy of Management (ANZAM)
City or Country
Australia
Citation
LOW, Chin Heng (Liu Zhenxing) and BORDIA, Prashant.
A career stage perspective to employees’ preferred psychological contract inducements. (2009). ANZAM 2009 Conference Proceedings – Sustainable Management and Marketing.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/7811
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.