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- Psychological contracts are key in shaping a company’s culture and keeping employees committed. These unspoken agreements outline what employers and employees expect from each other. As work changes, so do these contracts, showing how work and employee needs evolve.
mindsair.com/psychological-contract/The Psychological Contract: What Every Organization Needs to Know
Jun 25, 2024 · Growing employee dissatisfaction in the workplace can be explained by the likelihood that “psychological contracts” between employees and organizations — the implicit mutual understanding...
Oct 15, 2024 · Similarly, career development opportunities such as promotions or new project assignments can reshape an employee's psychological contract. It's crucial for employers to communicate changes effectively to prevent psychological contract breaches, which can negatively impact employee engagement and job satisfaction .
Dec 7, 2022 · As the psychological contract of work has shifted, employers’ willingness and ability (or lack thereof) to adapt and meet the ever-evolving needs and expectations of their employees has had a...
Jul 28, 2023 · They felt a need to re-engage and reconnect with their people, amid a rise in employee relations cases and an increasingly adversarial tone around certain issues. The question over how paternalistic an employer can afford to be during an economic crisis remains a difficult one to answer.
3 days ago · This paper enhances the psychological contract literature by proposing a multifaceted model exploring actions and reactions linked to perceived unmet expectations in the workplace. Unlike previous research on cause-and-effect dynamics, the model addresses the intricate nature of the psychological contract, integrating elements like commitment, well-being, and retention. It identifies key areas ...
A process perspective on psychological contract change: making sense of, and repairing, psychological contract breach and violation through employee coping actions. J. Organ.
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In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts –psychological contract credit and psychological contract inactivation – that explain how employees managed their contracts during the crisis.
