The origins and early development of the psychological contract construct
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The relationship between employees and their employers has been conceptualized as involving a “psychological contract” (PC). The PC construct is assumed by many to have a key role to play in understanding organizational behavior, and there has been a proliferation of writing regarding PCs in recent years. The history of the construct, however, has remained under‐reported, and largely undiscussed. This articles seeks to contribute to the evolution of the PC construct by providing a richer, more thorough historical perspective than can be presently found in the PC literature. The origins and early development of the PC construct are traced through a review of books, articles, and unpublished dissertations. Observations regarding historical developments are linked to the current state of the literature, and the implication of these observations for the future direction of the PC literature is briefly discussed.Keywords:
Psychological contract
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Integrated journals of construction science and technology before 1949 in China are studied with a particular stress on journal thoughts,features,purposes of journals like Yunnan Construct Weekly,Shandong Province Construct Semimonthly,Chuankang Construct,Countryside Construct,Shichuan Construct,Construct Review(Beijing),Guangdong Construct,Jilin Construct,Construct review(Shanghai).Some important articles published in these periodicals are introduced and analysed.Yunnan Construct Weekly is the earliest and published for the longest period.A mass of historical data have been analytically studied.And some early journals are proofread.
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Starting from the psychological contract theory,the article states the importance of the psychological contract management to knowledge employees in public hospitals based on an in-depth analysis of knowledge employee's characteristics.It sets forth the operating strategies of psychological contract in human resource management,which are concluding psychological contract objectively,dynamic adjustment of psychological contract,guiding psychological contract by culture.Besides,the article also proposes the total management of psychological contract to prevent the breakdown of the psychological contract to improve the level of human resource management in public hospitals.
Psychological contract
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Previous chapters have reviewed psychological contract research that takes an employee perspective. The next three chapters will review research that has contributed to clarifying the employer perspective on psychological contracts. Taking an organisational perspective, there are several central questions: How can the organisational perspective on psychological contracts be described? How can organisations shape psychological contracts in a positive way? And if individual employees have a psychological contract with their organisation, which people or structures contribute to shaping individual employee's psychological contracts?
Psychological contract
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The nature of employees' psychological contracts has gained relevance in the last decade due to changes in the employment relationship. However, little research has been conducted in Australia. The present study examined the psychological contracts of 90 MBA students in two Australian universities and the effects of contract violation on indices of organisational behaviour. Survey batteries, consisting of the Psychological Contract Scale, measures of commitment and trust, and of perceptions of contract violation, were administered. Findings indicated that the perception of contract violation was associated with lower organisational commitment and trust. Significantly, it was found that the impact of contract violation on commitment and trust was mediated by relational, but not by transactional, contract scores.
Psychological contract
Relational contract
Relevance
Transactional Analysis
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The relationship between employees and their employers has been conceptualized as involving a “psychological contract” (PC). The PC construct is assumed by many to have a key role to play in understanding organizational behavior, and there has been a proliferation of writing regarding PCs in recent years. The history of the construct, however, has remained under‐reported, and largely undiscussed. This articles seeks to contribute to the evolution of the PC construct by providing a richer, more thorough historical perspective than can be presently found in the PC literature. The origins and early development of the PC construct are traced through a review of books, articles, and unpublished dissertations. Observations regarding historical developments are linked to the current state of the literature, and the implication of these observations for the future direction of the PC literature is briefly discussed.
Psychological contract
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Purpose The purpose of this paper is to highlight the importance of a number of factors in newcomers' psychological contract development. Design/methodology/approach The approach taken is a literature review with the development of a conceptual model. Findings The paper contributes to the psychological contract literature by adopting a sensemaking perspective and focusing on the role of newcomers' pre‐entry expectations and emotions on the psychological contract creation process. The authors also discuss the differential role of contract makers and facilitators and the modes they employ to influence newcomers' psychological contract creation. Originality/value Psychological contract research has emphasized the consequences of psychological contract breach and violation. The paper's aim is to direct attention at understanding the psychological contract in its very initial stages. The authors discuss implications for research and practice on managing psychological contract creation.
Psychological contract
Sensemaking
Value (mathematics)
Conceptual model
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The psychological contract has received substantial theoretical attention over the past two decades as a popular framework within which to examine contemporary employment relationships. Previous research mostly examines breach and violation of the psychological contract and its impact on employee organization outcomes. Few studies have employed longitudinal, prospective research designs to investigate the psychological contract and as a result, psychological contract content and formation are incompletely understood. It is argued that employment relationships may be better proactively managed with greater understanding of formation and changes in the psychological contract. We examine existing psychological contract literature to identify five key factors proposed to contribute to the formation of psychological contracts. We extend the current research by integrating these factors for the first time into a temporal model of psychological contract development.
Psychological contract
Psychological research
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