Abstract

This study uses cross-sectional survey data gathered from supervisor-employee dyads to examine the role of employee-initiated information seeking behaviour in the development of dyad members' beliefs. Specifically, employees' use of inquiries directed at their supervisors is contrasted with their use of monitoring the workplace environment in the development of beliefs regarding employment obligations that represent the psychological contract. Whether agreement between dyad members concerning the psychological contract is the result of greater use of the information-seeking strategies is the main emphasis of the study, although one consequence of agreement is explored briefly. The distinction between obligations that are transactional and those that are relational is also examined. Findings relate solely to the role of inquiry in the development of employees' beliefs and did not conform to hypotheses. The conclusions suggest the need for future research in order to clarify both the role of information seeking in the development of the psychological contract, as well the nature of the contract itself.