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Values underlying perceptions of breach of the psychological contract  [cached]
Leon Botha,Kgope P. Moalusi
South African Journal of Industrial Psychology , 2010, DOI: 10.4102/sajip.v36i1.817
Abstract: Orientation: This study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred. Research purpose: The study identifies the most important breaches and investigates which values underlie employee perceptions of breach of the psychological contract. It also addresses values that lead to employees interpreting incidents as breaches. Motivation for the study: The study calls on the fact that employees make inconsequential contributions to the terms of many formal employment contracts may imply that such contracts cannot be viewed as documents between equals. Research design, approach and method: The study identifies the most prominent breaches of the psychological contract and the values underlying the perceptions that violations have occurred. Main findings: The data revealed lack of promotion, poor interpersonal relations between colleagues and bad treatment by seniors as three main breaches of the contract, and social recognition, world of peace and sense of accomplishment as three dominant values that underlie perceptions of contract violation. Practical/managerial implications: The competent and intelligent manner in which lack of promotion is handled and communicated to employees is vital because it has implications for their willingness to contribute, their career prospects and their intention to stay in the organisation. Contribution/value-add: This research can serve as the basis for the development of survey or research instruments that are appropriate and relevant to the population. How to cite this article: Botha, L., & Moalusi, K.P. (2010). Values underlying perceptions of breach of the psychological contract. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #817, 12 pages. DOI: 10.4102/sajip.v36i1.817
A Review of Psychological Contract  [PDF]
Jian Li, Liangtie Dai
Psychology (PSYCH) , 2015, DOI: 10.4236/psych.2015.612150
Abstract: This thesis starts from the fuzzy sets and related concepts of Psychological Contract which includes its notion, content, dimension, formation and violation of the Psychological Contract. The writer puts forward some opinions on the basis of previous research achievements by native and foreign scholars. At the same time, the drawbacks, research focal points and trends in the future are pointed out.
Study on Psychological Contract Based onPerformance Communication
Zhaojun Zhang,Junling Zhang,Xiuli Wang
International Journal of Business and Management , 2009, DOI: 10.5539/ijbm.v3n7p150
Abstract: Performance management is a durative intercommunication process, and psychological contract is unwritten concealed contract between organization and employee, which is a sort of subjective understanding and apperception. Through deep analysis of the effect of performance communication on performance management and psychological contract, this article puts forward the psychological contract violation communication model based on performance communication on the base of the psychological contract violation development model, and makes performance communication exert double functions that enhance the performance of organization and amend psychological contract among organizational members.
Psychological Contract in Small Firms: A Managerial Insight  [cached]
Vlasios Sarantinos
Asian Social Science , 2009, DOI: 10.5539/ass.v4n6p49
Abstract: The psychological contract is a very well know topic amongst academics and practitioners. The majority of the literature sheds light to most of the areas of the psychological contract but lies heavily on larger organizations and mainly assessing the employee side. In this paper we investigate the existence of the psychological contract contrary to popular research in the field of small business while choosing small firms as our organizational setting. Through extensive interviews we attempt to draw conclusions about the existence, form and management of the psychological contract in this context.
Psychological Contract, Reciprocal Preference and Knowledge Sharing Willingness  [PDF]
Liangtie Dai, Lei Wang
Open Journal of Social Sciences (JSS) , 2016, DOI: 10.4236/jss.2016.48008
Abstract: The paper has undertaken field investigation on 370 knowledge workers in knowledge-based industries which are located in Pearl River Delta region by structured questionnaire, and verifies that the different influence of psychological contract and reciprocal preference on knowledge sharing willingness, and further confirms that the reciprocal preference plays an intermediary in the relationship between psychological contract and knowledge sharing willingness. The result of analysis shows that: 1) Transactional psychological contract has a negative effect on knowledge sharing; 2) Relational psychological contract has a significant positive effect on knowledge sharing; 3) Developmental psychological contract only has a significant negative effect on the explicit knowledge sharing; 4) The reciprocal preference plays an intermediary role in the relationship between transactional psychological contract, relational psychological contract.
Staff Psychological Contract Innovates Human Resource Management  [PDF]
Xiaoyan LIU, Xin WEI
iBusiness (IB) , 2009, DOI: 10.4236/ib.2009.11005
Abstract: This paper mainly studies on the relationships between the contents of staff psychological contract, job satisfaction level and occupation satisfaction level by surveying, combining research methods of literature, academic and empirical research. The research results have important reference value on human resource management innovation. New suggestions were also put forward, which are relative with recruitment, measure of psychological contract, culture construction and targeted incentives to staff of different attributes.
The influence of performance appraisal on the psychological contract of the inpatriate manager  [cached]
Jane F. Maley
South African Journal of Human Resource Management , 2009, DOI: 10.4102/sajhrm.v7i1.179
Abstract: This article explores the extent, nature and limitations of performance appraisals, and the subsequent influence that these issues may have on the psychological contract of inpatriate managers in a sector of the health care industry in Australia. Eighteen in-depth interviews using a grounded theory methodology revealed that the process was significantly influenced by multinational organisations’ emphasis on the bottom line and the inpatriate manager’s relationship with his/her supervisor. Furthermore, the findings suggest that the inpatriate manager’s experience of his/her performance appraisal frequently results in a perception of violation of his/her psychological contract with the organisation. How to cite this article: Maley, J.F. (2009). The influence of performance appraisal on the psychological contract of the inpatriate manager. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 7(1), Art. #179, 10 pages. DOI: 10.4102/sajhrm.v7i1.179
Psychological Contract in the Process of Enterprises’ Merger, Acquisition and Integration  [cached]
Hui-yuan MAO,Xin LIU
Canadian Social Science , 2008,
Abstract: The Psychological Contract theory is a hot research topic in the field of domestic and foreign human resources. With the change of economic pattern in enterprises and the development of economic globalization, the psychological contract between employees and organizations has taken place a great change. This article analyses and expatiates psychological contract in the process of enterprises’ merger, acquisition and integration from the angle of employees’ expectation. Key words: Psychological Contract, Merger and acquisition, Integration Résumé: La théorie du contrat psychologique est un sujet très étudié dans le domaine des ressources humaines chinois et étranger. Avec le changement du modèle économique dans les entreprises et le développement de la globalisation économique, le contrat psychologique entre les employés et les organisations a connu de grands changements. Le présent article analyse et expose le contrat psychologique dans le processus de la fusion, l’acquisition et l’intégration des entreprises sous l’angle de l’espérance des employés. Mots-Clés: contrat psychologique, fusion et acquisition, intégration
An Analysis on the Recessive Drain of College Teachers in Perspective of Psychological Contract  [cached]
Shumao Zhang,Xueli Huang
International Journal of Business and Management , 2009, DOI: 10.5539/ijbm.v4n3p126
Abstract: To study the recessive drain of college teachers is meaningful in practice. This paper, in perspective of psychological contract, analyzes the characteristics of psychological contracts of college teachers, the relationship between psychological contract breaches and recessive drain of college teachers, and the influencing factors of contract breaches, advancing relevant countermeasures for dealing with the recessive drain of college teachers from an angle of contract breaching process.
The dynamics of psychological contract between employee and organization. The analysis of selected factors
Karolina Mazur, Ph.D.
Management , 2012, DOI: 10.2478/v10286-012-0004-x
Abstract: The main purpose of this paper was the examination if the psychological contract between an employee and organization has a dynamic character and how the age and experience progress influences the contract in terms of contract content, values offered by employees and the contract breach. The paper consists of own research findings of the author. The group of 140 employees from high-tech industry were examined in period of 2010-2011. There was used a χ2 test in assessment of assumed relations. The research findings proved that the conditions of psychological contract changed with age of employee and his or her stage in the workplace. It refers to both parts of the contract. Values expected and values offered by employee evolves. The age and stage in the workplace change are also connected with change of employee perception of the type of contract breach. The research findings demonstrated that psychological contract is dynamic phenomenon.
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