Skip to main content

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 induction programs. Through this process, recruiters can understand about the company expectation and their compatibility with own expectations.

· Open communication highly promoted and every employee can directly contact the human resource department for any reason. Through this human resource department directly get involved to solve conflicts between the line manager and a follower or followers.

· All the employees treating as stakeholders through consensus and cooperation. Because of this employee feel ‘this is my organization and I have to do my best to achieve organizational targets’. Therefore increment of employees’ morale and commitment can be observed.

· Company also adopting a policy of transparency on company policies, procedures and management decisions. Through this, employees know what are the things they need to obey, what to do and how to do. Therefore employees can adjust their expectations accordingly.

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 Contract, and Attitudes. Journal of Vocational Behavior, 301(1), pp.279–301.
Coyle, S. & Jacqueline, A, M., 2006. Article ( refereed ) A psychological contract perspective on organizational citizenship behaviour. Journal of organizational behaviour, 23(8), pp.927–946.
Dundon, T., 2017. The psychological contract : A critical review. international journal of management reviews, 8(November), pp.113–129.
Elizabeth, Wolfe, M. & Sandra, L., R., 1997. Morrison Robinson 1997_ AMR22_1_PsychologicalContractViolation.pdf. The Academy of Management Review, 22(1), pp.226–256.
Guest, D. and Conway, N. (2004). Exploring the paradox of unionised worker  dissatisfaction. Industrial Relations Journal, 35(2), pp.102-121.
Guest, D., 2007. Oxford Handbook of Human Resource Management. 1st ed. P. Boxall, J. Purcell, & P. Wright, eds., New York City: Oxford university press.
Henderson, D.J., Wayne, S.J., Shore, L.M., Bommer, W.H. & Tetrick, L.E., 2008. Leader-

Comments

Post a Comment

Popular posts from this blog

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 ...
Post a Comment
Read more

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 ...
34 comments
Read more