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     • Because a psychological contract is based on an employee’s sense of fairness and trust, when an organization is perceived to break its promises, violate its norms or not honor the ‘deal’ between them it doesn’t just reduce job satisfaction, it also lowers employees’ commitment and performance.
     www.personio.com/hr-lexicon/psychological-contract-explained/

     What is the Psychological Contract? | Theory & Practice ...

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

   www.aihr.com › blog › psychological-contract

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   On the other hand, when the psychological contract is violated or broken by either party, feelings of betrayal, resentment, and disengagement can occur, negatively impacting productivity and morale. A strong psychological contract can help retain employees as they commit to the organization and feel they belong. Types of psychological contracts

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

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   Oct 28, 2019 · Unlike a formal, codified employee contract, a psychological contract is an unwritten set of expectations between the employee and the employer. It includes informal arrangements, mutual beliefs, common ground and perceptions between the two parties.

   • Author: Mason Stevenson

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     The Psychological Contract

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     Psychological contract: What they are and why they are critical

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5. knowledge.wharton.upenn.edu › article › theThe ‘Psychological Contract’: The Ties That Bind Companies ...

   knowledge.wharton.upenn.edu › article › the

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   Mar 23, 2011 · Whenever the psychological contract breaks, the results are negative both for the employer and the worker. Both wind up losing.

6. www.personio.com › hr-lexicon › psychologicalWhat is the Psychological Contract? | Theory & Practice ...

   www.personio.com › hr-lexicon › psychological

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   This blog post explains the reality of psychological contracts, why they’re important, and what happens when employees break their psychological contract and mentally ‘check out’ from their work.

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

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

   The generation of intense negative psychological states can explain the negative influence of psychological contract breach on employee well-being, operationalized as job satisfaction, organizational trust, and other attitudes.

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

   mindsair.com › psychological-contract

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   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.

9. People also ask

   What happens if a psychological contract is not met?

   • Although informal and typically unspoken, when terms of the psychological contract are met, it can lead to increased worker satisfaction and productivity. When expectations are not met, this can cause negative emotions, and the person who feels the contract hasn't been met may withdraw some or all of his or her commitment to the organization.

   The Psychological Contract - Meeting Your Team's Unspoken Expectatio…

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   What happens if a psychological contract breaks?

   • Whenever the psychological contract breaks, the results are negative both for the employer and the worker. Both wind up losing. “The employee feels that he has been betrayed; he experiences a period of frustration that manifests in his behavior.

   The 'Psychological Contract': The Ties That Bind Companies and

   knowledge.wharton.upenn.edu/article/the-psychological-contract-the-ties-that-bind-companies-and-employees/

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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 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 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 breached?

   • Reduced levels of engagement, job satisfaction, productivity and satisfaction have been linked to breaches in the psychological contract. Similarly, increased turnover and loss of performance could also occur. Employees becoming demotivated, unproductive and rising levels of absenteeism.

   What Is a Psychological Contract: Types With Examples

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

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10. www.mindtools.com › agu85skThe Psychological Contract - Meeting Your Team's Unspoken ...

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    When expectations are not met, this can cause negative emotions, and the person who feels the contract hasn't been met may withdraw some or all of his or her commitment to the organization. We may think of this as a contract between a worker and an organization, but the psychological contract is essentially formed by the worker.