Multidimensional psychological contracts and human resource practices

Purpose This study aims to explore the multidimensional nature of the psychological contracts (PCs) in relation to human resource (HR) practices, focusing on how transactional, relational, and ideological elements of the PCs are shaped in the case of IT professionals. Design/methodology/approach Building on the signalling theory, the study uses a qualitative approach, based on semi-structured interviews with IT professionals, HR staff, and management board members from the information technology (IT) industry in an Eastern European country. Findings The findings show how HR practices reflect signals that combine transactional and relational terms, shaping a set of shared components of the PCs, including learning and development, performance focus, and feedback. Relational signals, however, waken as transactional ones become dominant, a trend reinforced by remote work arrangements. The results highlight the importance of consistent signalling through HR practices to avoid misaligned expectations and perceived contract breaches. Originality/value By demonstrating the multidimensional nature of the PC in the IT sector, this study adds to the body of knowledge on PC. Building on the signalling theory, it shows how employees interpret HR practices as signals that shape their expectations across transactional, relational, and ideological dimensions.