Psychological Contract And Agreement
marekbilek.cz - 3.10.2021Zhao, H., Wayne, S. J., Glibkowski, B.C., &Bravo, J. (2007). The impact of a psychological offence on work-related outcomes: a meta-analysis. Personnel Psychology, 60, 647-680. Violations in the psychological contract occur when workers find that the employer has not respected what has been promised or vice versa. Management practitioners can influence the reduction of violations by increasing employers` awareness of and compliance with employee contracts. Overall, to avoid serious breaches of the psychological contract, the solution is to communicate the mutual expectations of all parties involved. In itself, the legal employment contract offers a limited understanding of the employment relationship and, once accepted, workers contribute little to its conditions. In this sense, the psychological contract can be more influential.
It describes the perception of the relationship between employers and workers and influences the way people behave on a day-to-day basis. In essence, the psychological contract relies on the daily actions and statements of one party and how they are perceived and interpreted by the other. Unlike the legal employment contract signed by employers and workers, it is not tangible. A particular exception and example is the term „contract“ within transaction analysis and specifically described in modern ta theory. RUOKOLAINEN, M., MAUNO, S., DIEHL, M-R., TOLVANEN, A., MAKIKANGAS, A. and KINNUNEN, U. (2018) Patterns of psychological contract and their relationships to employeee well-being and in-role performance at work: évidencen évidencen from university employees. International Journal of Human Resources Management. Volume 29, No. 19. pp. 2827-2850.
First of all, the psychological contract is first concluded in the pre-employment phase (George, 2010), because candidates, thanks to information collected, form expectations and impressions about the potential employer. A psychological contract differs from your typical employment contract in that it is an un written and unofficial document. You could call it a mental document if you wish, which you and your employer sign internally. By definition, the psychological contract represents the understanding of mutual expectations between workers and employers. The red arrows represent the tendency for the iceberg to rise successfully and maturely at work and, to some extent, in the success and maturity of the employers` organization. . . .