My research mainly focuses on employees’ psychological contracts. This psychological contract describes a person’s perceptions with regard to the mutual obligations between employee and employer. These perceived obligations shape employee relationships and influence employees’ behaviours, because employees monitor the extent to which mutual obligations are fulfilled. When promised obligations are breached, employees typically become dissatisfied, reduce their effort, and may even decide to leave the organisation altogether.
Within this psychological contract research, I particularly focus on the role of time (temporal perspective) and emotions. Considering time is crucial as psychological contracts are dynamic, they change over time and employee reactions may intensify or weaken over time. Including emotions is important because perceptions of psychological contract breach immediately elicit emotions, which in turn shape behavioural responses.
Other research interests, besides psychological contracts, include personality of supervisors and employees, cross-cultural differences, trust in the organisation, and volunteerism.