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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
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.
Literature on the psychological contract has blossomed progressively over the last ten years to the extent that it is now firmly located within the lexicon of the Human Resource Management (HRM) discipline. Yet as this review indicates, the theoretical assumptions that seem to pervade the psychological contract literature are not without major
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 of...
Nov 17, 2005 · Before discussing managing the psychological contract in detail it is, therefore, important to first identify some of the key issues in managing the psychological contract that may help explain why practical advice is difficult to provide.
Mar 23, 2011 · In this context, the "psychological contract" -- an unwritten pact that complements the economic arrangement between the employee and the company and defines the psychological commitment between the two parties -- has taken on critical importance, experts tell Universia Knowledge at Wharton. Human Resources. Management. Written By.
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It outlines the determinants of the psychological contract, taking into account factors at the individual, organizational, sector and country levels. The results show that, even after taking all these factors into account, temporary workers still report a more positive psychological contract.
