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The psychological contract
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The psychological contract refers to the unwritten, implicit expectations that employees have from the company and vice versa; it is that which defines the things the employee expects from the employer.Abstract:
The psychological contract became known as a research paradigm within corporate research, providing a broad framework which explains the employee-company relations. Despite all this, there are still many debates on the concept and a series of criticism were expressed that led to the necessity of some more rigorous theoretical and empirical analysis. The psychological contract refers to the unwritten, implicit expectations that employees have from the company and vice versa; it is that which defines the things the employee expects from the employer. Consequently, each of the parties involved in the contract may have different perceptions on these commitments and obligations. Thus the psychological contract may be regarded as an exchange relation between the employer and the employee. Breaking the psychological contract affects the performance, the morale, and the motivation of the staff in a negative manner. The information presented in this paper is intended to contribute to the theoretical and methodological development of the concept.read more
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How to Measure the Psychological Contract? A Critical Criteria-Based Review of Measures
Charissa Freese,René Schalk +1 more
TL;DR: In this article, the authors analyse the different ways in which psychological contracts are measured, and the criteria related to the way the measurement is developed and evaluated, and specific conceptualisations of the content and evaluation of the psychological contract.
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Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes?
Nele De Cuyper,Hans De Witte +1 more
TL;DR: In this paper, the authors investigated whether job insecurity either mediates or moderates the relationship between type of contract (temporary versus permanent) and its outcomes, including a wide range of outcomes (job satisfaction, engagement, organisational commitment, trust, general health, irritation, turnover intention, performance, and positive work life interference).
References
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Journal ArticleDOI
Corporate social responsibility as a source of employee satisfaction
TL;DR: In this paper, the authors identify four distinct paths through which corporate social responsibility may affect employees' relationship with their company that correspond to four universal psychological needs: security, self-esteem, belongingness, and a meaningful existence.
Journal ArticleDOI
The psychological contract: a critical review
Niall Cullinane,Tony Dundon +1 more
TL;DR: In this paper, the authors unpick the construct of the psychological contract as portrayed in much of the extant literature and argue that, in its present form, it symbolizes an ideologically biased formula designed for a particular managerialist interpretation of contemporary work and employment.
Journal Article
Understanding psychological contracts at work: A critical evaluation of theory and research
TL;DR: In this article, the psychologisch contract is used to understand the relationship between werknemers and organisatie to kunnen beschrijven, i.e., 'Wat bepaalt wat werkner and werkgevers in elkaar willen investeren?' and 'Wet gebeurt er als er zaken niet zo gaan als verwacht?'.
Journal ArticleDOI
New Public Management and Citizens' Perceptions of Local Service Efficiency, Responsiveness, Equity and Effectiveness
TL;DR: The authors examined the relationship between a range of new public management (NPM) practices and citizens' perceptions of service efficiency, responsiveness, equity and effectiveness in English local governments, and found that public-private relationships have a negative relationship with citizens" perceptions of all four dimensions of local service performance, but an entrepreneurial strategic orientation exhibits a positive association with all four.
Book
Working life: employee attitudes and engagement 2006
TL;DR: In the UK, the effect of demographic variables on attitudes to work, including working life, including occupations, working hours, and work-life balance, have been investigated in this paper.