The most prominent approach to categorize contents of psychological contracts (pc) is the distinction of transactional vs. relational contracts. Transactional contracts involve concrete economic terms, typically a clearly defined exchange of competence and rewards (salary) between employee and organisation. It is framed as a rather short-term and limited relationship. Gratifications based on performance and a lack of long-term obligations are constituents of a transactional psychological contract. Relational psychological contracts on the other hand describe a "mentoring-relationship". Besides of monetary rewards, socio-emotional aspects play a crucial role. Thompson and Bunderson (2003) made a first, though theoretical, attempt to integrate a third, value oriented exchange form: the so called ideological currency. This feature should be relevant in work relationships when expectations of employees not only relate to individual claims, but also on believes that their contribution to their organisation simultaneously serves a valuable goal. Based on questionnaire data from 102 volunteers and paid employees from Mexican non-profit organisations, we will present first results on an expanded feature oriented measure of pc. In addition to former established dimensions (focus, time frame, stability, scope, tangibility, particularism, and volition) three additional scales have been developed capturing aspects of values and norms, individual development and non-monetary gratifications. Results concerning factorial validity as well as incremental construct validity of these features are presented. The high importance of a value oriented dimension lays in its potential to explain, why employees stay loyal to their organisation although perceiving breaches in pc. If organisations act according to their core values, the value oriented dimension can possibly tone down the meaning of perceived breaches of pc. We conclude by presenting plans for a large scale study to further investigate value oriented features of pc.
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