Trainee programs: an emerging model on psychological contract reciprocity

Abstract

Purpose

The purpose of this paper is to develop a deeper understanding of the organization-trainee relationship through a psychological contract lens, by exploring the psychological contract between the trainee and organization during and after the program and what factors may account for contract reciprocity.

Design/methodology/approach

Inductive qualitative study design.

Findings

Data suggested that factors accounting for contract reciprocity during the program included: trainees’ responsibilities, trainees’ personal and professional development, trainees’ commitment, trainees’ delivery, and managerial and supervisory support. Factors identified accounting for contract reciprocity after individuals completed the program were: career opportunities, future-oriented dialogue between former trainees and managers, wage-setting, job tasks, and working conditions.

Originality/value

This exploratory research is original in that it identifies different factors accounting for the reciprocity during and after the program, and how this may be particularly relevant when talents are recruited externally to specifically participate in the program.

Citation

Jonsson, L. and Thorgren, S. (2017), "Trainee programs: an emerging model on psychological contract reciprocity", Personnel Review, Vol. 46 No. 8, pp. 1738-1754. https://doi.org/10.1108/PR-01-2016-0011