Search results
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 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.
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.
This Essay argues that the “psychological contract”—the parties’ respective, subjective, idiosyncratic understandings of their contractual obligations to one another—is important and predictable. The common law of contract tells us how to discern the legal promise.
In this chapter, we set out to answer two core questions; what determines the nature and content of the psychological contract, and what are the consequences of different types of, and different states of the psychological contract?
Jul 22, 2021 · Background: Psychological contracts, and particularly the honouring of these contracts – are central to employee behaviour and organisational success.
Psychological contracts are the unwritten expectations, beliefs, and obligations that exist between employees and employers. These contracts are not legally binding, but they play a significant role in shaping the employee-employer relationship and influencing behavior in the workplace.
