Search results
We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship.
Jul 4, 2006 · Yet as this review indicates, the theoretical assumptions that seem to pervade the psychological contract literature are not without major deficiencies, which in turn pose serious...
the construct of the psychological contract is not without its critics. Guest (1998) has argued that the psychological contract should return to its roots in the form of including an ‘employer perspective’ in order to be able to fully assess the notion of mutual and reciprocal obligations. According to Guest (2004), for the
To sum up, the main objective of this study is to conduct a review of reviews on psychological contract breach, considering both systematic reviews and metanalytical papers with the purpose of synthesizing the evidence to date under the psychological contract theory.
We tailor this retrospective look by reviewing the antecedents and outcomes associated with psychological contract breach and discussing the dominant theoretical explanations for the breach-outcome relationship.
Clearly, the psychological contract is a useful theory for understanding the employment relationship, and how agreement or disagreement, very often based on unwritten and even unspoken perceptions, affect attitudes and behavior at work.
People also ask
Are psychological contracts unchallenged?
Is there a need to psychological contract?
What are psychological contracts & why do they matter?
What is psychological contract breach?
Is psychological contract breach a source of strain for employees?
Is psychological contract breach an antecedent?
Understanding the content of psychological contracts, as well as their motivational effects, can help managers achieve desired employee outcomes, such as commitment, productivity, and organizational citizenship behavior (OCB).
