Violating the psychological contract: Not the exception but the norm
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The occurrence and impact of psychological contract violations were studied among graduate management alumni (N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later as mentioned in this paper.Abstract:
The occurrence and impact of psychological contract violations were studied among graduate management alumni (N = 128) who were surveyed twice, once at graduation (immediately following recruitment) and then two years later. Psychological contracts, reciprocal obligations in employment developed during and after recruitment, were reported by a majority of respondents (54.8 per cent) as having been violated by their employers. The impact of violations are examined using both quantitative and qualitative data. Occurrence of violations correlated positively with turnover and negatively with trust, satisfaction and intentions to remain.read more
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References
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Book
Multiple Regression: Testing and Interpreting Interactions
Leona S. Aiken,Stephen G. West +1 more
TL;DR: In this article, the effects of predictor scaling on the coefficients of regression equations are investigated. But, they focus mainly on the effect of predictors scaling on coefficients of regressions.
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Psychological and implied contracts in organizations.
TL;DR: In this paper, the development, maintenance, and violation of psychological and implied contracts are described along with their organizational implications, as well as their application in the context of employee/employer relations.
Journal ArticleDOI
Trust and Managerial Problem Solving
TL;DR: A model of trust and its interaction with information flow, influence, and control is presented and an experiment based on the model indicates that shared trust or lack of trust apparently are a significant determinant of managerial problem-solving efectiveness.