Psychological Contract with Construction Labour forPsychological Contract • March 11th, 2022
This paper introduces a framework for Psychological contract with labour based on literature review and pilot interviews. Psychological contract model for construction labor contracts was proposed by emphasizing the ‘remuneration and welfare’, ‘dignity’ and ‘motivation and performance of labour’ as three main pillars for building the proposed model. Preliminary findings suggest adopting innovative HRM practices embedded with psychological contract for construction industry to ensure its sustainability.
†he psychological contract:Psychological Contract • April 8th, 2004
When hired, a new employee is usually given a job description and an explanation of benefits. In addition, the employee will also have a psychological contract with the organization. This contract, often unstated, reflects the main source of the employee’s motivation to work hard. This is true of all groups of employees, including long-term care staff. Common examples of psychological contracts for long-term care administra- tive staff include autonomy, social acceptance, and being in the forefront of cutting-edge research. An awareness of these psychological contracts can result in better “fits” between employee aspirations and relevant long-term care organization tasks so that productivity is enhanced. This article outlines the steps necessary to create these good fits in ways that benefit both the orga- nization and its employees. These recommendations are of particular relevance to administrators and supervi- sors in long-term care facilities.
YOUR ”PSYCHOLOGICAL CONTRACT” – IS IT STRONG OR WEAK?Psychological Contract • September 9th, 2015
Employees have a ”formal contract” with the company they work for which stipulates conditions for employment, salary, etc. But employees also have a ”psychological contract”. It is called this because it is very seldom shared and it is visible neither to the employee nor the manager. This ”psychological contract” states how much an employee can bring of herself/himself to work, such as her/his skills, personality, beliefs, values, etc. If the company’s way of working and acting is in line with the employee’s way of working and acting then you have a strong contract and the employee likes coming to work. The employee feels that she/he is in the right place for her/him, she/he feels needed and valuable. If not, you have a weak ”psychological contract” with the individual who will neither ”fight”, ”flee” nor ”resign”.
PSYCHOLOGICAL CONTRACTPsychological Contract • March 30th, 2016
The psychological contract is defined by the Chartered Institute of Personnel and Development (CIPD) as the ‘perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other'. In other words, it effectively tells employees what they are required to do to meet their side of the bargain and what they can expect from their job.
This article is an entry in the following encyclopedia: Wilkinson, A. and Johnstone, S. (2015) Encyclopedia of Human Resource Management, Edward Elgar. Cheltenham.Psychological Contract • December 10th, 2020
The psychological contract is commonly defined as “individual beliefs, shaped by the organization, regarding terms of an exchange agreement between the individual and their organization” (Rousseau, 1995, p.9). Since Rousseau’s (1989) seminal reconceptualising of the psychological contract, its key defining features include beliefs that refer to explicit and implicit promises. Explicit promises are employee perceptions of verbal and written agreements, whereas implicit promises are where employees perceive consistent patterns of exchange behaviour between themselves and the organization. Since Rousseau, psychological contract research has largely focused on the employee’s perspective, rather than the employer’s perspectives, and psychological contracts are highly subjective held in ‘the eye of the beholder’. The exchange underpinning psychological contracts refers to the perceived links between employee contributions (e.g., effort, skills, flexibility) in return for organizational offer
ContractPsychological Contract • July 9th, 2021
Psychological Contract in SchoolPsychological Contract • May 16th, 2024
In this article, we present how a common psychological contract was negotiated between teachers and students at three high schools in a region in Norway. Traditionally, it can be argued that the student-teacher role is characterized by one-way communication where students are passive recipients of knowledge, and the teacher is the conveyer of knowledge. Teachers face various expectations related to the quality of the students' learning environment. The teachers' intention is to establish a good dialogue and a relationship that aims to clarify goals and expectations, define each student's role in the academic learning community, and create appropriate rules in a democratic school day where students expect structure and predictability in the teaching. The findings show that the students have a high degree of relational expectations of their teachers. Furthermore, it seems that the relationship is strengthened when the students participate in the design of mutual expectations between teac
ContractPsychological Contract • May 5th, 2023
NOTE: This is an open-access pre-print version of the article. For the published article see: Encyclopedia of Human Resource Management. Edited by Stewart Johnstone, Jenny K. Rodriguez and Adrian Wilkinson, http://dx.doi.org/10.4337/9781800378841
The Psychological ContractPsychological Contract • August 16th, 2013
A psychological contract is a concept developed by organizational scholar Denise Rousseau. It represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practicality of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form. It concerns:
Psychological Contract of Healthcare Workers with Special Reference to Meenakshi Hospital, ThanjavurPsychological Contract • May 10th, 2019
One of the final stages of a selection process is the agreement of an employment contract. This is an explicit, signed contract that outlines all the tangible legal obligations that the organisation and the new employee agree to. At the same time an...Psychological Contract • July 3rd, 2009
This is known as the 'psychological contract'. The psychological contract concerns less tangible expectations between the organisation and employee, and its implicit nature makes it particularly delicate. It can incorporate areas as diverse as training and development opportunities, and the expected style of communication.
PSYCHOLOGICAL CONTRACT AT WORK IN THE CONTEX OF ARMENIA AND THE UKPsychological Contract • November 11th, 2019
Employment relationships, and in particular psychological contract, as an individuals’ perception of mutual obligations between an employer and an employee is influenced by national culture. The purpose of this research is to understand the employment relationships and psychological contracts in financial sectors of the two countries: Armenia and the UK. As a sub-objective, the researcher is seeking to identify and contrast the terms of the psychological contract, exchange relationships between employer and employee and what aspects of work are valued by knowledge workers in both countries.
PSYCHOLOGICAL CONTRACT AT WORKPLACE: AN INVESTMENTPsychological Contract • August 19th, 2015
Biranchi Prasad Panda, Assistant Professor, School of Management, KIIT University, Bhubaneswar - 751024, Odisha (INDIA), Ph. No. 09438560357, Fax No. 0674 2725278, E-mail
Psychological Contract of Nurses in the University Hospitals in Yunnan Province, the People’s Republic of China พันธะด้านจิตใจของพยาบาลในโรงพยาบาลมหาวิทยาลัยในจังหวัดยูนนาน สาธารณรัฐประชาชนจีนPsychological Contract • September 18th, 2020
Psychological contract of nurses are important constructs for keeping a long-term relationship between employee and employer to achieve organizational goals. The purposes of this descriptive comparative research were to examine psychological contract of temporary nurses and permanent nurses and compare the psychological contract between them. Samples were selected by using multistage random sampling, including 402 nurses from three university hospitals in Yunnan Province, the People’s Republic of China. Research instruments included Demographic Data Form and the Psychological Contract Inventory (PCI). The Cronbach’s alpha coefficient was acceptable. Descriptive statistics and independent t-test were used for data analysis.
Psychological Contract (2003)Psychological Contract • September 29th, 2011
Authors: Janet Smithson, Ph.D., and Sue Lewis, Ph.D., Department of Psychology and Speech Pathology, Manchester Metropolitan University
PSYCHOLOGICAL CONTRACT IN BUSINESS CORPORATIONSPsychological Contract • December 6th, 2018
Psychological contract refers to a tacit agreement between workforce and corporation for correlative advantage. According to Rousseau, “The psychological contract is individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organization.” The individual beliefs here are the discrete commitments which are expected to be fulfilled. The psychological contract varies with various circumstances so as how the individual intervention varies. The individual beliefs and their fulfillments must harmonize with each other for constructive results. If they fail to harmonize, they break up untimely.
Psychological Contract: Implicit Agreement Whose Violations Have Real Consequences Carl V. Rabstejnek, P.E., M.B.A., Ph.D.Psychological Contract • November 17th, 2014
Psychological Contracts (PCs) are largely implied understandings between employees and employers. Some items are not in writing but reflect a worker’s perception of benefits beyond pay in exchange for work done.
PSYCHOLOGICAL CONTRACT SEBAGAI ALTERNATIF DALAM MENINJAU PEMENUHAN HARAPAN AKADEMIK DI PERGURUAN TINGGIPsychological Contract • May 24th, 2017
Higher education, as an institution that generates the nation's next future leader are no longer burdened with merely providing knowledge alone. Human resource competitivenes was being one of higher education responsibility to completed, to achieve great quality of their graduates. Hope that emerged from the students on the fulfillment of obligations towards their university becomes something that can not be separated from the quality of the graduates. Pyschological contract as a concept that can explain it, has not been widely studied in a higher education setting especially in Indonesia. The number of measuring instruments have its version on some theoretical models raises curiosity as to what is actually appropriate. Through the method of literature review, it was carried out a critical discussion of the components in the measurement of psychological contract at higher education institutions. The exposure in understanding the dynamics of inter-dimensional and determine the appropria
