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Oct 28, 2019 · The psychological contract is the epitome of agility. As the worker changes, so too does the psychological contract shared between the employee and his or her employer. Additionally, it provides a real-time look at the relationship between the two entities. It could be argued that, while this attribute serves as a pro, it can also double as a ...
- Mason Stevenson
We provide a review of psychological contract research, beginning with past conceptualizations and empirical evidence. 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. This synthesis of past evidence provides the foundation for ...
psychological contract as portrayed in much of the extant literature, and argue that in its present form it symbolies an ideologically bz iased formula designed for a particular managerialist interpretation of contemporary work and employment. N. Cullinane and T. Dundon (2006), ’The psychological contract: a crit ical review’,
Psychological contract breaches have been found to predict turnover intentions, increased sickness, stress and conflict. Development of the term The term was first introduced by Chris Argyris in 1960 and developed significantly by Denise Rousseau in 1989 in the seminal paper “Psychological and implied contracts in organizations”.
the psychological contract What is the psychological contract? We run into problems as soon as we start to examine definitions of the psychological contract. This is illustrated by comparing some of the better-known definitions. 'A set of unwritten reciprocal expectations between an individual employee and the organ-ization' (Schein, 1978).
Apr 30, 2024 · It highlights the need for a paradigm shift towards studies conducted from the employer's standpoint, which can offer invaluable insights into the dynamics of psychological contracts.
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Rousseau distinguishes four phases in psychological contract formation and evolution. Firstly, in the pre‐employment phase, professional norms and societal beliefs play a general role. Secondly, more specific components of psychological contracts are formed in the recruitment process.
