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Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract

Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract

Sandra K. Newton, J. Ellis Blanton, Richard Will
Copyright: © 2008 |Volume: 21 |Issue: 4 |Pages: 22
ISSN: 1040-1628|EISSN: 1533-7979|ISSN: 1040-1628|EISBN13: 9781615200023|EISSN: 1533-7979|DOI: 10.4018/irmj.2008100102
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MLA

Newton, Sandra K., et al. "Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract." IRMJ vol.21, no.4 2008: pp.27-48. http://doi.org/10.4018/irmj.2008100102

APA

Newton, S. K., Blanton, J. E., & Will, R. (2008). Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract. Information Resources Management Journal (IRMJ), 21(4), 27-48. http://doi.org/10.4018/irmj.2008100102

Chicago

Newton, Sandra K., J. Ellis Blanton, and Richard Will. "Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract," Information Resources Management Journal (IRMJ) 21, no.4: 27-48. http://doi.org/10.4018/irmj.2008100102

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Abstract

Little is known about the effects of the level of fulfillment of the IT professional’s psychological contract on their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this article proposes to answer the research question: How does the level of fulfillment of the IT professionals’ psychological contract affect their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using groupadministered paper and online surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

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