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Human Relations
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Social networks and the psychological contract: Structural holes, cohesive ties, and beliefs regarding employer obligations

Violet T. Ho

Nanyang Technological University, Singapore; atwho{at}ntu.edu.sg

Denise M. Rousseau

Carnegie Mellon University, USA; rousseau{at}andrew.cmu.edu

Laurie L. Levesque

Suffolk University, UK; llevesqu{at}suffolk.edu

This study examined the relationship between employees' social network positions and their psychological contract beliefs. In particular, it investigated the relationship of employee advice and friendship ties with their employer's relational (long-term, non-monetizable), balanced (performance-related), and transactional (short-term, monetizable) obligations to them. Data obtained from a start-up research firm showed that employees brokering structural holes in the advice network believed the firm had greater balanced and transactional obligations to them. Employees with cohesive ties in the friendship network also believed that the firm owed them more balanced and transactional obligations. Neither structural holes nor cohesion were related to relational obligations. This study develops implications for psychological contracts and social networks research.

Key Words: employer obligations • network cohesion • psychological contracts • social networks • structural holes

Human Relations, Vol. 59, No. 4, 459-481 (2006)
DOI: 10.1177/0018726706065370
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