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Psychological contract management Liefooghe et al., (2014) argue that psychological contract as a main index of the changing employment relationship. Further, they claimed that organizational commitment possibly will mediate concerning breaches of the psychological contract. On behalf of that, the best thing is engaging discussions about expectation and capacities to ensure both parties perception regarding employment relationship (Morrison & Robinson, 1997). It is important to have a better understanding of unvoiced obligations in each party (Dundon, 2017). The organization which I work for is a leading commercial bank. The bank uses some strategies to manage the psychological contract between the bank and its’ employees such as, · Rough recruitment process which includes a written exam and four interviews. Most of the time this process can absorb best-fit employees to the company and its’ P.C. · Defining expectations of the company during recruitment and induct...
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Strength and breach of psychological contract Psychological contract illustrates the situation within the organization for instance what will, or will not and how will it happen from each side. Therefore it is important to identify the behaviour in an organization (Anderson et al., 2009). When the expectations, obligations and perceptions are tallies with each side, performance tends to be good. Hence both parties can experience high satisfaction from their metal map. This scenario creates values, loyalty, trust and commitment within both parties (Turnley et al., 2003). But in case of mismatching mutual obligations concerning two parties create demotivation, disappointment and the ultimate result will be a conflict of interest (Turnley & Feldman, 2000). When employee undergoes in negative Psychological contract, the inefficient workforce will create within the organization and employee may reluctant to provide him or her entire commitment to the organization (Wayn...
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Transactional Psychological contract Transactional Psychological contract more Focus on short-term monetary obligations. Therefore this type of contract more concern about compensation and benefits from other parties rather than being emotionally attached to the other party (Anderson et al., 2009; Dundon, 2017; Lynn, McFarlane & Tetrick, 1994; Robinson & Rousseau, 1994). As a banker, I met the idea of transactional p.c once the organisation gave me the monthly target which has to pursue. Therefore all the officers engaged with the target in order to get the monthly bonus whatever the work-life balance is. Reference  Cavanaugh, M.A. & Noe, R.A., 1999. Antecedents and consequences of relational components of the new psychological contract.  Journal of Organizational Behavior , 340(May 1997), pp.323–340. Conway, N. & Briner, R.B., 2002. Full-Time versus Part-Time Employees : Understanding the Links between Work Status, the Psychological ...
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Relational Psychological contract This contract shaped by socio-emotional factors such as statues, culture, rituals and norms. Therefore this contract leads to attach employees emotionally with their organization that create a long-term relationship with each other (Anderson et al., 2009; Dundon, 2017; Lynn, McFarlane & Tetrick, 1994; Robinson & Rousseau, 1994). For instance, my organisation is maintaining relational p.c through employee welfare fund. This fund helps the whole employees from the top management to the co-worker in difficult situations. My previous company is organizing annual welfare fair with duty-free furniture and electronics. It helps to make a long-term relationship between the employee and the organisation. Reference  Cavanaugh, M.A. & Noe, R.A., 1999. Antecedents and consequences of relational components of the new psychological contract.  Journal of Organizational Behavior , 340(May 1997), pp.323–340. Conway, N. & Briner, ...
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Types of psychological contract There are two levels of psychological contracts as individual and organizational (Anderson et al., 2009). There are two types of psychological contracts as transactional contracts and relational contracts. Differences between these two types discussed by using five dimensions; the focus of the content, time frame, stability and tangibility( Anderson et al., 2009; Lynn, McFarlane & Tetrick, 1994; Rousseau 2014). Relational Psychological contract This contract shaped by socio-emotional factors such as statues, culture, rituals and norms. Therefore this contract leads to attach employees emotionally with their organization that create a long-term relationship with each other (Anderson et al., 2009; Dundon, 2017; Lynn, McFarlane & Tetrick, 1994; Robinson & Rousseau, 1994). For instance, my organisation is maintaining relational p.c through employee welfare fund. This fund helps the whole employees from the top management to the ...
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The psychological contract involves

According to Wayne et al. (2007)   psychological contract (P.C.) introduces as individual views, formed by an organization, in term of conversation deal between individuals and their organization. A psychological contract is not a documented agreement between two parties such as employee and employer  ( Anderson et al., 2009; Dundon, 2017) .  In other words,   it is   a set of expectations between two parties (Dundon, 2017) .  Therefore psychological contract can introduce as mutual beliefs, insights and informal obligations between two parties only identify mutual duties and responsibilities from the relationship among them  ( Anderson et al., 2009; Dundon, 2017). These expectations not only cover the nature of performance or the payment structure but also an entire set of obligations, privileges and rights (Dundon, 2017). Contents of P.C.   Psychological contract relay with ...
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