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1. www.aihr.com › blog › psychological-contractWhat Is a Psychological Contract: Types With Examples

   www.aihr.com › blog › psychological-contract

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   Employees who believe their psychological contract is fair (i.e., they receive as much as they give) are generally more motivated and committed to their work and the company’s wider goals and more likely to go above and beyond to perform.

2. pmc.ncbi.nlm.nih.gov › articles › PMC9737235Psychological Contract Breach and Outcomes: A Systematic ...

   pmc.ncbi.nlm.nih.gov › articles › PMC9737235

   A psychological contract breach is a subjective experience referred to the perception of one of the parties that the other has failed to adequately fulfill its obligations and promises. Breaches have been systematically connected to employees’ attitudes and behaviors that hamper the employment relationship.

3. Videos

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     What is a psychological contract?

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     Psychological contracts

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     Inspiration Session: The Psychological contract: MSc Organizational Psychology

     Jun 8, 2011

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4. www.shiftbase.com › glossary › psychological-contractPsychological Contracts and Their Impact on Business Outcomes

   www.shiftbase.com › glossary › psychological-contract

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   Oct 15, 2024 · Grasping the concept of a psychological contract is key for anyone managing a team or running a business. When expectations are met, employees tend to be more engaged, productive, and loyal. However, if a psychological contract is broken, it can lead to dissatisfaction, low morale, and high turnover.

5. mindsair.com › psychological-contractThe Psychological Contract: What Every Organization Needs to Know

   mindsair.com › psychological-contract

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   Key Takeaways. Psychological contracts are unwritten agreements between employees and employers. They significantly impact employee engagement, motivation, and retention. Fairness and trust are fundamental to strong psychological contracts. Effective communication is vital for managing expectations.

6. oxford-review.com › psychological-contractPsychological contract: What they are and why they are critical

   oxford-review.com › psychological-contract

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   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.

7. neurolaunch.com › psychological-contractPsychological Contract: Unwritten Expectations in the Workplace

   neurolaunch.com › psychological-contract

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   Sep 14, 2024 · It’s crucial to understand that psychological contracts differ significantly from formal, written contracts. While a formal contract might stipulate your salary, working hours, and job responsibilities, a psychological contract deals with the intangible aspects of work.

8. People also ask

   Is a psychological contract fair?

   • Employees who believe their psychological contract is fair (i.e., they receive as much as they give) are generally more motivated and committed to their work and the company’s wider goals and more likely to go above and beyond to perform.

   What Is a Psychological Contract: Types With Examples

   www.aihr.com/blog/psychological-contract/

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   What is a psychological contract?

   • The concept of a psychological contract emerged in the 1960s and was rooted in psychological and organizational behavior. It emphasized the human side of the relationship between employee and employer. A psychological contract encompasses the informal beliefs, ambitions, obligations, and expectations the employee and the employer perceives.

   What Is a Psychological Contract: Types With Examples

   www.aihr.com/blog/psychological-contract/

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   How does a psychological contract affect employees?

   • By maintaining a continuous dialogue about worker expectations and providing career development opportunities, employers can prevent contract breaches and foster a loyal employee base. The impact of the psychological contract extends beyond individual employees, significantly influencing broader organizational outcomes.

   Psychological Contracts and Their Impact on Business Outcomes

   www.shiftbase.com/glossary/psychological-contract

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   What happens if a psychological contract is broken?

   • A broken psychological contract can be detrimental to the employee and the company’s overall success. As HR professionals, it’s crucial to understand the expectations of both parties to make a positive impact and mend the broken psychological contract.

   What Is a Psychological Contract: Types With Examples

   www.aihr.com/blog/psychological-contract/

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   Is there a need to psychological contract?

   • In this review we show that there is a need to psychological contract. The review opens by understanding in this area. Subsequently, key in the literature are then addressed. Finally, this the employment relationship. (1989; 1995; 2001). However, the concept has a exchange theory.

   The Psychological Contract: a critical review

   researchrepository.universityofgalway.ie/bitstream/handle/10379/2076/Psychological Contract.pdf?sequence=3

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   Are psychological contracts unchallenged?

   • unchallenged, and this assumption is implicit in much of the psychological contract literature. It assumed to be given. A key point here is that (Alvesson and Willmott, 1996). The main implications to be taken from such of wider societal structures and social discourse. the literature. relationships.

   The Psychological Contract: a critical review

   researchrepository.universityofgalway.ie/bitstream/handle/10379/2076/Psychological Contract.pdf?sequence=3

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9. researchrepository.universityofgalway.ie...The Psychological Contract: a critical review

   researchrepository.universityofgalway.ie...

   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