One perception, two perspectives: measuring psychological contract dimensionality through the Psychological Contract Content Questionnaire

The present study aims to contribute to the validity strengthening of a psychological contract measure, assessing the dimensionality of the item structure of the Psychological Contract Content Questionnaire (PCCQ). According to the authors (De Vos, Buyens, & Schalk, 2003), the scale consists of two theoretical dimensions, one to measure perceived employer inducement (PEI) and the other to measure perceived employee contributions (PEC), both from the employee's perception, each divided into five content areas. Different structure models were tested in newcomers (police officers working in the Penitentiary Administration attending a one-year training) in two different stages of their entry: at their early entrance (three weeks, TI; 436 respondents) and after their encounter with the operative environment (eight months, T2; 519 respondents). Analyses were carried out using nonparametric item response theory (IRT) approach and multidimensional IRT approach. Results showed that psychological contract is a single latent construct that describes the general perception that the employee has about his/her relationship with the organization and reciprocal obligations fulfilment.