La dynamique des contrats psychologiques

The study of the psychological contract (PC) has received much attention over the years because it offers a unique framework for understanding attitudes and behaviors in performing work and changes in aspects such as loyalty, commitment, job satisfaction and identification with the organization (Rousseau, 1995; Zacher and Rudolph, 2021). The CP dimensions divided into two main categories are the transactional contract and the relational contract. The study mentions that psychological contracts are dynamic and not static. Also, the perception of the psychological contract may differ between the private and public sectors due to the different expectations and obligations that exist in these environments. To better understand the dynamism of the concept, our study retained two main measurement tools for evaluating CP in the professional environment. The first is Rousseau's Psychological Contract Index, which was first proposed in 1990 and updated during the period of 1998-2000. The second measurement tool is that proposed by Rogard and Becerra (2015) which makes it possible to evaluate the content of the CP of public sector agents and to measure the degree of achievement of the expectations of public sector agents. Keywords: psychological contract; transactional contract; relational contract; expectations-obligations