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1. • • Emphasizes a fair and equitable exchange between employees and organizations. It acknowledges both monetary and non-monetary aspects of the employment relationship, such as work-life balance, professional development, and job security. This contract type aims to foster mutual commitment, trust, and a sense of well-being for both parties.
     www.aihr.com/blog/psychological-contract/

     What Is a Psychological Contract: Types With Examples

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

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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.

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

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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.

4. Videos

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     What is a psychological contract?

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     Inspiration Session: The Psychological contract: MSc Organizational Psychology

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     oxford-review.com

     Psychological contract: What they are and why they are critical

     Aug 21, 2021

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

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   Sep 14, 2024 · NeuroLaunch editorial team. September 14, 2024 Leave a reply. The unspoken expectations woven into the fabric of every workplace relationship hold the power to make or break an organization’s success, yet they remain an enigma to many.

6. www.hrexchangenetwork.com › employee-engagementPsychological Contract – The Pros and Cons

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   Oct 28, 2019 · The Pros. Having defined the psychological contract in greater detail, let us turn the focus now to the pros and cons. Agility. HR professionals consistently hear the terms agile or agility. The psychological contract is the epitome of agility.

   • Author: Mason Stevenson

7. fourweekmba.com › psychological-contractWhat is a psychological contract? - FourWeekMBA

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   May 21, 2024 · A psychological contract refers to the unspoken assumptions and expectations that exist between an employer and an employee. Psychological contracts, at least in theory, facilitate a positive employer-employee relationship based on a set of mutually agreed upon ground rules, informal arrangements, or mutual beliefs.

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

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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.

9. 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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   Is a psychological contract a pro or a con?

   • 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 con.

   Psychological Contract – The Pros and Cons - HR Exchange Network

   www.hrexchangenetwork.com/employee-engagement/articles/psychological-contract-the-pros-and-cons

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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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   How difficult is it to enforce a psychological contract?

   • 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. Loyalty is a massive asset for employers.

   Psychological Contract – The Pros and Cons - HR Exchange Network

   www.hrexchangenetwork.com/employee-engagement/articles/psychological-contract-the-pros-and-cons

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   Is the psychological contract obsolete?

   • The psychological contract is inconsistent . Every single employee develops their own PC with the company. While these contracts may be similar across the board, they are still just as unique as each member of the company workforce. There are some that believe the concept of the psychological contract is redundant, even obsolete.

   Psychological Contract – The Pros and Cons - HR Exchange Network

   www.hrexchangenetwork.com/employee-engagement/articles/psychological-contract-the-pros-and-cons

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10. accountend.com › understanding-psychologicalUnderstanding Psychological Contracts: Definition, Examples ...

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    A psychological contract refers to the unwritten expectations, beliefs, and perceptions that individuals hold about the reciprocal obligations between themselves and their employers. It encompasses both explicit (formal employment terms) and implicit (unspoken expectations) elements of the employment relationship.