Abstract
Objective: This thesis will explore and test whether conceptualization of emotive differences in transactional (T) and relational (R) psychological contract types can be supported empirically whilst also exploring how employee’s perceptions of their relationship with the organization are linked to their experiences of emotion in the workplace. Background: Definitions of T and R contracts differ in terms of their 'focus'. T contracts are described as having an economic focus, whilst R contracts are described as having both an economic and emotional focus. This presumed emotive difference between the contracts has not, as yet been empirically tested. Additionally, much of the literature has focussed on emotion as a reaction to an event within the workplace. Method: Qualitative diaries (n=20) were used in an exploratory, theory building study of the links between contract type and emotion tone over a 10 day period. Quantitative diaries (n=104) were used to test the relationships elicited from Study One, again over a 10-day period. Qualitative interviews (n=30) were used to gain an in-depth understanding of the processes involved in the proposed links from the two previous studies. Quantitative surveys were completed (n=413) to test the hypotheses developed from the three previous studies. Results: Current conceptualization of emotion within T and R contracts was not supported. Emotion was linked to both contract types, but differed in specific valence; R contracts were linked to positive emotional experiences, whereas T contracts were linked to negative emotional experiences. Contract type and the associated emotion influenced perceptions of experiencing certain events, the emotion employees attended to, and the emotions that were actively managed. Conclusion: Enhancing knowledge of the link between emotion and psychological contracts can only be done once the role of emotion is more clearly understood at a conceptual level.