Positioning the Psychological Contract in the Wider Literature Sample Clauses

Positioning the Psychological Contract in the Wider Literature. It is important to acknowledge that PC research represents a niche within the wider literature of human relations and organisational psychology. There are many other theories that aim to explain behaviour and attitude in the workplace from other perspectives. Xxxxxx and Xxxxxx (2005) identify three main approaches within the field. Job-characteristics models describe how the scope and design of the job contribute to critical psychological states and work outcomes (x.x. Xxxxxxx and Xxxxxx, 1976). Other theories rely on personality types or traits to analyse work satisfaction, effectiveness, interpersonal relations and group dynamics (e.g. the Big Five model). In addition, a vast area of research explores the synergy between the individual and the organisation in terms of values (i.e. person–organisation fit), addressing issues of organisational politics (x.x. Xxxxxx et al., 1996) and culture and behaviour (x.x. Xxxxx, 1999; Kotrba et al., 2012). The first two aforementioned lines of research mainly focus on the relationship between the individual and the job, while the third looks at the compatibility between the individual and the organisation without considering the daily and dynamic interaction between the two parties. Organisations and people do not always behave according to their norms and values, and the exchange of expectations and obligations may be subject to factors outside the control of both parties. For example, husbands and wives may share values and interests, yet their marriage could still be troublesome. PC research focuses on the employment relationship in particular. It examines how the interaction between the internal and external factors surrounding individuals and organisations unfolds and evolves from the employee’s perspective. The literature also encompasses other models analysing the relationship between the employee and the organisation. According to Xxxxxxxx (1996), the PC concept stems from Xxxxxxx’x (1938) Theory of Equilibrium, which states that the individual will continue to participate in the employment relationship as long as the organisation offers him/her incentives or inducements that are greater than or at least equal to his/her contribution. The theory discusses how the rewards offered by the organisation shape the employee’s contribution, and Xxxxx and Xxxxx (1958) further developed it into an inducement- contribution model. The inducement-contribution model highlighted the reciprocal nature of the relationship betw...
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