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Oct 28, 2019 · The fact the psychological contract is so easily changed means it is difficult to “enforce” and equally difficult on which to rely for guidance when it comes to the relationship between the employee and employer.
- Mason Stevenson
Sep 14, 2024 · Explore psychological contracts in the workplace, their types, impact, and importance. Learn how to manage unwritten expectations for better work relationships.
Oct 15, 2024 · Invisible terms: Because psychological contracts are unwritten and often unspoken, identifying and addressing all the elements of the contract can be challenging. Employers may inadvertently breach these invisible terms, damaging the employment relationship.
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
We highlight the practical implications of research to date on psychological contracts and end with directions for future research to include the need for greater attention given to ideological currency, employee health, polycontextual approaches, the role of psychological needs, and post-breach/violation.
What is a psychological contract? The term psychological contract refers to the often unspoken set of expectations and assumptions that two parties (employees and the organisation, its leaders and managers) have of each other about things like how they will behave and act.
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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.
