How has Japan become a major economic power, a world leader in the automotive and electronics industries? What is the secret of their success? The consensus has been that, though the Japanese are not particularly innovative, they are exceptionally skilful at imitation, at improving products that already exist. But now two leading Japanese business experts, Ikujiro Nonaka and Hiro Takeuchi, turn this conventional wisdom on its head: Japanese firms are successful, they contend, precisely because they are innovative, because they create new knowledge and use it to produce successful products and technologies. Examining case studies drawn from such firms as Honda, Canon, Matsushita, NEC, 3M, GE, and the U.S. Marines, this book reveals how Japanese companies translate tacit to explicit knowledge and use it to produce new processes, products, and services.

The knowledge-creating company : how Japanese companies create the dynamics of innovation

https://media.terry.uga.edu/socrates/publications/2013/05/Cropanzano__Mitchell_2005_SET_Review_JOM.pdf

Social Exchange Theory: An Interdisciplinary Review

The Social Psychology of Organizations.

https://science.sciencemag.org/content/sci/5/110/206.full.pdf

The american psychological association.

All these premises having, as I think, been clearly made out, it is impossible that the rulers now on earth should make any benefit, or derive any the least shadow of authority from that, which is held to be the fountain of all power, Adam's private dominion and paternal jurisdiction; so that he that will not give just occasion to think that all government in the world is the product only of force and violence, and that men live together by no other rules but that of beasts, where the strongest carries it, and so lay a foundation for perpetual disorder and mischief, tumult, sedition and rebellion, (things that the followers of that hypothesis so loudly cry out against) must of necessity find out another rise of government, another original of political power, and another way of designing and knowing the persons that have it, than what Sir Robert Filmer hath taught us.

Two Treatises of Government.

The psychological contract in retrospect and prospect

The increased use of temporary contracts has instigated debates on possible implications for employees’ attitudes, well-being and behaviour. The complex issues related to this debate are reviewed from a theoretical, empirical and conceptual point of view. First, the definitions of temporary employment that are currently used in OECD countries are reviewed. Second, theoretical views concerning possible determinants are elaborated. The theoretical frameworks discussed include Work Stress Theory, Social Comparison Theory and Social Exchange Theory. The determinants proposed in these theories have served to form the basis of hypotheses on differences between temporary and permanent workers on various psychological outcomes. Third, research on associations between temporary employment and the variables job satisfaction, organizational commitment, well-being and behaviour are reviewed. These variables are most frequently used in the realm of temporary work research. This review concludes that research results have been inconsistent and inconclusive, unlike the predictions that follow from the theoretical frameworks. This leads to a fourth section in which potential explanations for these inconsistent findings are advanced. In conclusion, a conceptual model is developed to inspire future research.

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Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model

Summary Based on the theoretical framework of newcomer sensemaking this study examines factors associated with changes in newcomers’ psychological contract perceptions during the socialization process. More specifically, two mechanisms are addressed that could explain changes in newcomers’ perceptions of the promises they have exchanged with their employer: (1) unilateral adaptation of perceived promises to reality and (2) adaptation of perceived promises as a function of the reciprocity norm. To test our hypotheses, a four-wave longitudinal study among 333 new hires has been conducted, covering the first year of their employment relationship. Results show that changes in newcomers’ perceptions of the promises they have made to their employer are affected by their perceptions of their own contributions as well as by their perceptions of inducements received from their employer. Changes in newcomers’ perceptions of employer promises are affected by their perceptions of employer inducements received, but the impact of perceived employee contributions is less clear. The data provide limited support for the idea that the adaptation of perceived promises to perceived inducements and contributions occurs to a stronger extent during the encounter stage than during the acquisition stage of socialization. Copyright # 2003 John Wiley & Sons, Ltd.

/pdf/psychological-contract-development-during-organizational-4v5817ra47.pdf

Psychological contract development during organizational socialization: adaptation to reality and the role of reciprocity

Introduction - Denise M Rousseau and Rene Schalk Psychological Contracts in Australia - Boris Kabanoff, Nerina L Jimmieson and Malcolm J Lewis A 'Fair Go' or a 'Not-so-Happy Transition'? Belgium - Luc Sels et al A Culture of Compromise Does Psychological Contract Theory Work in France? - Lo[um]ic Cadin Psychological and Normative Contracts of Work Group Members in the United States and Hong Kong - Cynthia Lee, Catherine H Tinsley and Zhen Xiong Chen India - Snehal Shah Caste, Commitments and Change Psychological Contracts in Israel - Moshe Krausz A Break with Tradition - Motohiro Morishima Negotiating New Psychological Contracts in Japan Psychological Contracts in Mexico - Hector R Diaz-Saenz and Patricia D Witherspoon Historical, Familial and Contemporary Forces on Work Relationships Psychological Contracts in The Netherlands - Charissa Freese and Rene Schalk Dualism, Flexibility and Security Economic Deregulation and Psychological Contracts - Simon Peel and Kerr Inkson The New Zealand Experience Psychological Contracts in Singapore - Soon Ang, Mei Ling Tan and Kok Yee Ng The Psychological Contract in the United Kingdom - Lynne Millward and Peter Herriot Psychological Contracts in the United States - Denise M Rousseau Diversity, Individualism and Associability in the Marketplace Learning from Cross-National Perspectives on Psychological Contracts - Denise M Rousseau and Rene Schalk

Psychological contracts in employment : Cross-national perspectives

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

René Schalk

Papers

The psychological contract in retrospect and prospect

Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model

Psychological contract development during organizational socialization: adaptation to reality and the role of reciprocity

Psychological contracts in employment : Cross-national perspectives

The employee-organization relationship: a timely concept in a period of transition