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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.
This resource covers the theory of psychological contracts in organizational employment - and wider 'psychological contracting' in relationships, communications and societies - and the psychological contract 'iceberg' diagram.
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.
This chapter explains what is meant by, and evaluates empirical support for, the contents of the psychological contract; considers the factors that form perceptions of promises and obligations; and examines how the contents have been categorized and related to outcomes.
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.
Factsheet 16 Feb, 2024. 10 minutes. All locations. Employee relations. The legal contract of employment offers a limited understanding of the employment relationship. However, the psychological contract describes the relationship between employers and workers and influences how people behave from day to day.
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Oct 15, 2024 · A psychological contract has two main elements: explicit and implicit. Explicit elements are the clear, voiced expectations that are often discussed during job interviews or performance reviews, such as salary, work hours, and specific job duties.
