Mid Sweden University

Purpose – The aim of this article is to test the assumption that both management and co-workers constitute multiple contract constituencies, as advocated for in recent research on psychological contracts. It also aims to test the theory of cognitive schemas as predictors of psychological contract development. Finally, it aims to examine the validity of the relational subscale of psychological contracts.

Design/methodology/approach – Data were collected through three survey studies in different workplaces, areas and settings and were analyzed through Fisher's exact test, principal component analysis and hierarchical regression analysis.

Findings – The results supported the notion of multiple contract constituencies. Partial support was found for the theory of cognitive schemas and their influence on psychological contract development. The study also revealed new sub-dimensions of the psychological contract, here called “Fellowship” and “Challenge/Development”. These new sub-dimensions respond differently to predictors that, according to psychological contract theory, are supposed to generate similar effects.

Research limitations/implications – Since the findings of this study call into question some of the earlier research: it would be desirable to study psychological contracts, using a multiple foci approach, with a greater, random, sample.

Practical implications – The results indicate a need to draw further attention to the role of the co-workers in the integration of agency staff in client companies.

Originality/value – Since no previous study has tested the notion of co-workers as constituencies of the psychological contract, these empirical results will challenge much previous research on the concept of psychological contracts.

Purpose: The purpose of this study is to analyse levels of generalized trust among employees who have adapted to increasing demands for flexibility in theirworkinglives (nonstandard work) compared with employees in traditional employment (standard work). Design/methodology/approach: Data were collected using a self-administered questionnaire distributed to randomly selected individuals in Sweden (2004, n=5,080) and a workplace survey study of temporary agency workers (2008, n=119). Data were analysed using chi-square tests and logistic regression analysis. Findings: The results reveal that people in nonstandard positions display significantly lower levels of generalized trust compared to standard employees, where age, gender, and socio-economic position are constant. Practical implications: Since trust has proved to be a prerequisite for innovativeness, and both flexibility and innovation are officially accepted solutions for the troubles of post-industrial society, the findings point to a possible paradox in the "new economy". Originality/value: The results of this study are unique in that they provide valuable support for the theory thatflexibleworkingconditions lead to decreasing levels of trust in society. © Emerald Group Publishing Limited.