Relevant bibliographies by topics / Psychological contracts

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Psychological contracts'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 September 2023

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Journal articles on the topic "Psychological contracts"

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DWIYANTI, Retno, SUWARTI SUWARTI, and Tri NAIMAH. "The Role of Organizational Culture Factors to Psychological Contracts (Transactional Contracts, Balance Contracts, and Relational Contracts)." Journal of Advanced Research in Law and Economics 9, no. 8 (December 1, 2019): 2570. http://dx.doi.org/10.14505//jarle.v9.8(38).06.

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The exchange of relationships between employees and firms is influenced by the beliefs and values that hold the human resources in carrying out its obligations and its behavior within the organization. This study aims to determine how big the relationship and the role of organizational culture to psychological contracts. Data were collected using two scales, namely organizational culture scale, and psychological contract scale. The results showed that there was a very significant relationship between organizational culture and psychological contracts, with an effective contribution of 5.047 percent. Based on the analysis of the relationship between organizational culture factors with psychological contracts can be shown the result that the organizational identity factor has a positive and very significant relationship with the psychological contract, with an effective contribution of 10.609 percent. The results also show that the organizational identity factor has a positive and very significant relationship with the transactional psychological contract. The organizational identity factor has a positive and significant relationship with the balance psychological contract. Collective commitment factor and Stability of social system have a positive and very significant relationship with balance psychological contract. Collective commitment factors have a positive and highly significant relationship with the relational psychological contract.
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Millward, L. J., and P. M. Brewerton. "Contractors and their Psychological Contracts." British Journal of Management 10, no. 3 (September 1999): 253–74. http://dx.doi.org/10.1111/1467-8551.00131.

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Wu, Hao, Anusuiya Subramaniam, and Syafiqah Rahamat. "Mapping the Landscape of Psychological Contract Literature: A Scopus-Based Bibliometric Analysis." International Journal of Business and Management 7, no. 3 (June 30, 2023): 35–42. http://dx.doi.org/10.26666/rmp.ijbm.2023.3.6.

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The employment relationship between employees and organizations has changed with the advent of the knowledge economy era in the 21st century and the transformation of economic models. Psychological contracts are significant in understanding the employment relationship between employees and organizations. More and more scholars began to focus on psychological contracts. Therefore, the systematic arrangement of psychological contract literature is meaningful. This study used bibliometrics to review 2,097 articles and conference papers from psychological contracts. The Scopus database is the source of literature collection in this study. This study used VOSviewer and Microsoft Excel for the bibliometric analysis of these documents. Firstly, this study summarized the temporal trends and primary sources of psychological contracts. This study found an exponential increase in publications and a Matthew effect in sources of psychological contracts. Secondly, eight major co-authorship groups were found and discussed the significant contributions made by these scholars to psychological contract theory. Thirdly, this study also analyzed the countries, affiliations, funding sponsors, and subject areas of the psychological contract. Finally, the hot topic of psychological contracts and suggested future research were discussed. This study systematically summarized the literature on the psychological contract and future research direction.
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Ellis, Jennifer Butler. "Psychological Contracts." Management Communication Quarterly 20, no. 4 (May 2007): 335–62. http://dx.doi.org/10.1177/0893318906298929.

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Krasniqi, Armand, and Alma Shehu Lokaj. "EFFECTS AND CORRELATION BETWEEN PSYCHOLOGICAL AND EMPLOYEMENT CONTRACT: THE RELATIONSHIP BETWEEN THE ORGANIZATION AND EMPLOYEES." Journal Human Research in Rehabilitation 12, no. 1 (April 29, 2022): 87–94. http://dx.doi.org/10.21554/hrr.042211.

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The paper aims to research data on the psychological contract which in our country are almost unknown; provide suggestions emphasizing the importance of psychological contracts and fill the managerial and legal gaps faced by Kosovar organizations due to lack of information on psychological contracts. The paper is focused on determining the importance and role of psychological contracts in the formation of positive organizational relationships and maintaining the desired level of work, positive attitudes towards the work of employees in the business sector, etc. The paper provides knowledge and guidance to organizations on how to manage psychological contracts and pave the way for practical research of these contracts to local businesses. The paper presents a contribution to answering a number of questions on the economic value of the psychological contract between employees and management in Kosovo organizations based on the literature reviewed.Also, based on the studies conducted, our conceptual research emphasizes the importance of psychological contract in organizational behavior and the benefits that psychological contract brings to organizations. The paper itself represents originality and value for researchers, organizations in Kosovo and for later studies of the field.
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Driver, Michaela. "Drawing on the discursive resources from psychological contracts to construct imaginary selves: A psychoanalytic perspective on how identity work drives psychological contracts." Human Relations 71, no. 5 (November 10, 2017): 617–39. http://dx.doi.org/10.1177/0018726717733312.

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The study contributes novel theoretical perspectives for a more comprehensive and processual understanding of psychological contracts in the context of identity work. It builds on a psychoanalytic, specifically Lacanian, perspective to analyze 106 psychological contract narratives by employees of a wide range of organizations. Based on this analysis, the study suggests that psychological contracts can be understood as providing discursive resources on which narrators draw in complex and non-linear fashion to construct imaginary selves. Their inevitable unsettlement prompts both imaginary and symbolic responses that seem independent of the viability and type of psychological contract narrated. This suggests that identity work drives psychological contracts in surprising ways and empowers individuals as contract and identity-makers. Implications for psychological contract research are discussed.
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Oorschot, Jane, Gianna Moscardo, and Anna Blackman. "Leadership style and psychological contract." Australian Journal of Career Development 30, no. 1 (March 24, 2021): 43–54. http://dx.doi.org/10.1177/1038416220983483.

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This study explores the relationship between leadership style and psychological contract dimensions. The literature suggests that leaders in general and leadership style in particular can influence the psychological contracts of employees. Currently, there is no research as to how leaders perceive such contracts. This qualitative study presents the interview findings of twenty-three leaders working in public and private sector organisations. Differences were found between neutral and transformational leaders. Neutral leaders had a more transactional psychological contract, whereas the transformational leaders had a more relational psychological contract. This study adds to the literature as there is no current framework that considers the relationship between leadership styles with the psychological contract. Overall, the results indicate differences in psychological contract perceptions for different leadership styles.
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Gomes Maia, Leticia, P. Matthijs Bal, and Antônio Virgilio Bittencourt Bastos. "Changes to Newcomers’ Psychological Contract Over Time: The Interactive Effects of the Fulfilment of Employer and Employee Obligations." Universitas Psychologica 18, no. 1 (February 20, 2019): 1–13. http://dx.doi.org/10.11144/javeriana.upsy18-1.cnpc.

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The goal of this study was to examine changes in newcomers’ psychological contract over time. Based on schema theory and the post-violation model of the psychological contract, we theorized that psychological contract fulfillment is strengthening the psychological contract over time, while changes in the psychological contract are most likely to occur in a situation of low employer and employee fulfillment. In a sample of newcomers in a Brazilian public organization, we tested how the fulfillment of both employer and employee obligations explain the change in the psychological contract. The results support the hypotheses, and we found that the highest level of change in psychological contracts occurred when the fulfilments of the obligations of both parties were low. We discuss the implications for theory on the change in psychological contracts.
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Lee, Hung-Wen, and Ching-Hsiang Liu. "The relationship among achievement motivation, psychological contract and work attitudes." Social Behavior and Personality: an international journal 37, no. 3 (April 1, 2009): 321–28. http://dx.doi.org/10.2224/sbp.2009.37.3.321.

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Recently the business environment has changed greatly. Banks must increase operational efficiency and service quality to build competitive advantages. The priority for upgrading service quality is to improve employees' work attitude. Staff of banks were selected as subjects to explore the influences of achievement motivation, psychological contracts, and work attitudes. Results were: 1) Achievement motivation significantly influences psychological contract. 2) Psychological contract significantly influences work attitude. 3) Achievement motivation significantly influences work attitude. 4) Achievement motivation significantly influences work attitude through psychological contracts. It is recommended that when managers select staff, they should consider individuals with more achievement motivation, and who are willing to fulfill psychological contracts since they have a better work attitude.
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Thomas, Anitha. "Psychological Contract and its Relevance in Fast-Food Industry." Journal of Economics and Behavioral Studies 3, no. 6 (December 15, 2011): 337–44. http://dx.doi.org/10.22610/jebs.v3i6.288.

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Psychological contracts are defined as the beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organizations. The study aims at understanding the depth of Psychological contracts at Western Ahmedabad fast- food joints and its relation with employee’s commitment. It was indeed a challenge to understand Psychological contracts in this particular sector as its growing at a fast pace and evolving a cutthroat competition. Three Psychological Contract Variables- Relational, Balanced and Transactional were employed on 60 crew member from 7 FastFood Joints. A 16 item Psychological Contract inventory to measure employees’ commitment was adopted from PCI of Donald Cable. The study revealed all the three variables in the study, however where commitment was concerned the Dominant one was Transactional commitment. The work concludes with an orientation that, Psychological Contract Variables has lot to do with Lifes’- Orientation of each individual employee.
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Dissertations / Theses on the topic "Psychological contracts"

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Stewart, Alexandra. "Psychological contracts in coaching." Thesis, Middlesex University, 2017. http://eprints.mdx.ac.uk/22161/.

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The research sets out to explore the influence of the coach’s unconscious mind on the coaching process and to the answer the question, How does the coach’s unconscious mind influence the coaching process? This research is based on the psychodynamic concept that the unconscious mind is omnipresent and a strong influence on thoughts, feelings and behaviours, and sought to ascertain the extent to which the coach’s unconscious mind is at work in the coaching process. Brunning (2006) suggests that the term psychodynamic links psycho (from the psyche Greek meaning soul or mind) and dynamic (from the Greek dynamis, meaning strength or power). Thus, psychodynamic work is based on ways of understanding how the mental forces operating intrapersonally and interpersonally in and between individuals and groups affect their thinking and behaviour. It involves eight participants, all of whom are professionally trained and accredited coaches, working in the public sector in Scotland as either internal or external coaches. The research invited participants to explore their lived experience in relation to the intrapersonal process; the interpersonal process, relationships with parties to the coaching contract and the coaching process. The data collection followed three distinct yet inter-related stages, engaging participants in semi-structured interviews using metaphor, symbolic representation and creation of metaphoric landscapes, culminating in indirect observation of the coach at work. The narrative is a journey of discovery for both the researcher and the participants, with data emerging that identifies the coach’s relationship not only with the external parties but also with the different parts of self. In the three stages of this journey, the participants travel from mental activity, reflecting on lived experience, perceptions and events, to the exploration of mental process and constructs which are inferred, discovered and translated into conscious awareness throughout the research interviews. The professional significance of this research is the consideration of where the need for psychological awareness sits within the context of professional coach education and accreditation, which moves the coach beyond technique to psychological understanding, self-awareness and self-regulation.
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Van, Ruitenbeek D. S. "Psychological contracts in transition : a longitudinal study of psychological contracts during a period of transformational organisational change." Thesis, University of Manchester, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488366.

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The aim of the research presented in this thesis was to explore the impact of transformational organisational change on the psychological contracts of a group of 101 managers working in a single UK public sector organisation. The research comprised a three stage, longitudinal study, undertaken over a period of two years. The research findings suggested that the group of public sector managers in the sample shared a" core psychological contract", which was still essentially relational in nature and stable over time. No significant differences were found in the type of psychological contracts held by different categories of employee. The fulfilment of the "core psychological contract" was found to be positively associated with self-rated performance, appraisal ratings, job satisfaction and affective and normative commitment, and negatively associated with continuance commitment and intention to quit. This relationship between contract fulfilment and work- related attitudes and behaviours was found to be relatively stable over time. Psychological contract fulfilment was found to positively predict job satisfaction, organisational commitment and appraisal ratings. Job satisfaction was found to positively predict self-rated performance and affective commitment and normative commitment. Job satisfaction was also found to negatively predict intention to quit scores. This suggests that psychological contract fulfilment may have a more direct relationship with work related attitudes than with work related behaviours. The research findings suggest that transformational organisational change has significantly threatened the key elements of the "core psychological contract" however. The managers in the sample reported a high level of dissatisfaction with the "current deaf', as they perceive a significant "mismatch" in "wants" and "offers" in the current psychological contract between the organisation and its employees. Fifty nine percent of the sample, reported examples of psychological contract violation. Those reporting contract violation report lower appraisal ratings and job satisfaction, and affective and normative commitment scores and higher continuance commitment and intention to quit scores than those not reporting violations. The, longitudinal research findings suggest a clear causal relationship between the experience of contract violation, a decline in perceived contract fulfilment and a higher intention to quit. They also suggest that if contract violation is repeated over time, this may lead to a further deterioration in performance, job satisfaction and commitment and a significantly higher intention to quit. If no further violations are experienced however, performance, job satisfaction and organisational commitment appear to begin to recover. The research findings suggest that it may be possible for the organisation to negotiate a `new deaf' (a more realistic psychological contract) with its employees. This will involve "re-balancing" the contract to achieve better balance between the "wants" and offers" of each party. The research findings suggest that the process of agreeing and implementing the "new deaf' will involve the full commitment and involvement of Top management, HRM staff, line managers and employees if it is to be successful.
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Pak, Sim Tess. "The moderating effects of causality orientations on psychological contract breach outcome relationship /." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38587919.

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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Thesis, Curtin University, 2003. http://hdl.handle.net/20.500.11937/414.

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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.
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Loring, Jane A. "Changing employment contracts, changing psychological contracts and the effects on organisational commitment." Curtin University of Technology, School of Psychology, 2003. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=14208.

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Changing workplace conditions have resulted in psychological contracts becoming more transactionally oriented. The current study addresses the question of how the `new' psychological contract affects organisational commitment. In particular, it seeks to analyse the relationship between the form of the psychological contract (relational/transactional) and type of organisational commitment (affective, continuance, normative).Data were collected from 210 randomly selected participants using the Psychological Contract Scale (PCS), and the Measure of Affective, Continuance and Normative Commitment Scale (MACNCS). The Career Commitment Scale (CCS) and the Positive and Negative Affect Schedule (PANAS) were administered and information gathered regarding overall job satisfaction, age, gender, contract type, position held, industry sector and length of employment.The major findings from this study is that there are positive relationships between relational psychological contracts and affective commitment (â = .653, p < .05), continuance commitment (â = .222, p < .05) and normative commitment (â = .476, p <.001), and a negative relationship between transactional psychological contracts and affective commitment (â =148, p < .05), after controlling for various background and employment characteristics. This research increases the understanding of how employees commit to an organisation during times of unstable and changing employment conditions.
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Gammie, Robert Peter. "Psychological contracts in a business school context." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/228.

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Over the last three decades the UK higher education system has operated under an ideological approach sometimes referred to as New Managerialism (Deem, 2004). The psychological contract of the individual actor within this altered environment was the subject of the research in this study. The psychological contract has been defined as an individual’s beliefs regarding the terms and conditions of a reciprocal informal exchange agreement between themselves and their organisations (Rousseau, 1989). The thesis focused on the psychological contracts of higher education lecturers in a post-92 University Business School in the United Kingdom. The study considered the construction of the psychological contract, the appropriateness of the initial contract, perceived influences on the contract, and behavioural consequences of contract breach and/or violation. The research was focussed on the role of the lecturer in interpreting and unpacking his/her perceptions and understandings. The research questions required data that was personal and experiential. Interviews were undertaken which allowed participants to provide life history accounts that described and theorised about their actions in the social world over time. The approach used had a number of limitations which were identified and considered within the thesis. Notwithstanding the limitations of the research approach, the data suggested that each individual had analysed the extent to which a new employment context would deliver transactional, relational, and ideological reward. However, ideology was less relevant in making the decision to accept higher education employment than either transactional or relational elements. Post-entry, sensemaking acted as a confirmation mechanism in respect of the expectations of what the job would entail and the pecuniary and non-pecuniary benefits that would be received. Initial contracts were relatively accurate in their conceptualisation of the work involved in being a higher education academic. Within the Business School examined in this study, management decisions impacted on participants from both an economic and socio-economic perspective. Employees described how individual work contexts were altered by management decisions. Reaction to decisions depended on individual circumstances at any given juncture based on the influences from multiple contexts both internal and external to the workplace. Context was not homogenous and wide-ranging individual differences were apparent. These contexts played a part in defining to what extent changed work environments would be accepted or not. Participants were continuously active and involved in the evaluation of the multiple contexts that were relevant to them. The capacity to manipulate managers and influence decisions to counteract context change was also evident. The ability to thwart changes to work context varied between individuals and over time. This study identified how participants were able to create and shape their own work environment to satisfy their needs and wants during their careers within a structure that remained predominantly organic in nature despite a changing higher education environment. The goal of the employee was to create the idiosyncratic deal, the specific individually tailored work environment that would deliver the satisfaction required from higher education employment. The psychological contracts were self-focussed and self-oriented but this did not necessarily mean that employees were not also actively involved in assisting the organisation to achieve its ambitions. The notion that a managerial agenda had resulted in the erosion of individualism in higher education was not supported. There was evidence that the psychological contract was unilaterally changed and altered by the employee whenever he or she chose, rather than a negotiated change to a binding agreement. Alteration was intrinsically a private determination and often not communicated.
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Erdem, Ceren. "Investigating the dynamic nature of psychological contracts : a study of the coevolution of newcomers' psychological contracts and social networks." Thesis, London School of Economics and Political Science (University of London), 2017. http://etheses.lse.ac.uk/3748/.

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My thesis examines how employees’ psychological contracts form and evolve over time conjointly with their social network ties. It comprises three separate papers, one conceptual and two empirical, written with the purpose of capturing the antecedents of psychological contracts through pre-entry expectations and social relationships of newcomers. Paper 1 is a conceptual piece that theorizes the concurrent formation of newcomers’ social relationships and psychological contracts from a sensemaking perspective. I develop propositions explaining how newcomers make sense of information they gather from pre-entry to post-socialization. The key contribution of this paper is the establishment of a testable two-way process model, which captures the dynamic nature of psychological contracts, and how and why social relationships are important building blocks of the psychological contract. Paper 2 is a qualitative empirical study that investigates the pre-entry expectations and content dimensions of millennial employees’ anticipatory psychological contracts. The key contribution of this paper is the conceptualization of pre-entry time in the psychological contract formation process. The importance of pre-entry expectations in shaping employees’ initial psychological contracts are conceptually acknowledged but widely overlooked in empirical studies. This qualitative study empirically investigates pre-entry expectations and role of these in shaping the content dimensions of anticipatory psychological contracts, which guide millennials’ behavior and sensemaking once they join the organization. Paper 3 is a quantitative empirical study that examines the mechanisms of homophily and assimilation driving the coevolution of newcomers’ psychological contract formation and social network ties. This study challenges earlier views of the unidirectional influence of social interactions on the psychological contract. As a key contribution, through introducing a novel simulation methodology (SIENA), this study shows psychological contracts are both the products and predictors of employees’ social network ties.
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Pak, Sim Tess, and 白嬋. "The moderating effects of causality orientations on psychological contract breach: outcome relationship." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2007. http://hub.hku.hk/bib/B38587919.

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Magang, Veronica G. "A sensemaking perspective on the psycological contract formations during organisational socialisation." Thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4294.

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The main aim of this thesis is to investigate the processes of the psychological contract during organisational socialisation. Research on psychological contract tends to focus more on the content and breach of the contract. Very little is known about the formative stages of the contract. Very little attention has also been given to investigating the psychological contract together with organisational socialisation. Linking the two research areas would further our understanding of both the dynamic nature of the psychological contract. This is achieved by investigating the temporal changes of the psychological contract of new employees, pre-entry up to six months post entry into employment. The research also investigates the psychological contract from the employer`s perspective. It utilises Weick`s (1995) sensemaking properties as a methodological framework to better understand these processes. Consistent with the research aim and objectives and social constructionism, a qualitative methodology was adopted. The research used in-depth semi structured interviews to collect data supplemented with sitting in during recruitment interviews in one of the organisations, and data were analysed using template analysis. Periodic interviews were carried out every four to six months post entry. The research consists of two organisations, where each provided two groups for analysis. The findings show that after entry into the organisation, the psychological contract changes in a variety of ways influenced by socialisation into the organisation. A model based on the findings is presented and discussed in the discussion chapter. The research also makes a contribution (methodology) by adopting the sensemaking framework.
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Guo, Lin. "Understanding Consumers' Relationships with Service Organizations through Psychological Contracts." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/195944.

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By incorporating a psychological contract perspective into the relationship marketing literature, this study intends to capture the resource exchange process between consumers and their organizations and contribute to the theory construction of relationship marketing, especially in the business-to-consumer context. A model of consumers' psychological contract in a consumer-service firm context was established. In this model, consumers' perceptions of different marketing strategies offered by a firm as well as their individual characteristics were proposed to determine their formation of types of psychological contracts with the firm, which may then bind consumers to present certain relational behaviors.Data of this study were collected via a web-based self-administered survey. Three variations of a questionnaire were used to elicit consumers' responses from various service categories. 775 general U.S. consumers in a well-maintained consumer panel completed the survey. Direct hypotheses were tested through simple structural equation modeling. Comparative hypotheses were tested through nested model comparisons. And moderating hypotheses were tested through moderated regression analysis and structural models of latent interactions.The results of this study provided general support to the model and found that marketing strategies, representing an organization's resources and offerings to consumers in a market, can activate certain types of consumers' psychological contracts. Furthermore, a certain type of psychological contract may only be activated when a certain marketing strategy offered by an organization falls into the same mental resource category with this type of psychological contract. In addition, this study found that although consumers who form any type of psychological contract may intend to remain in the relationship with a service firm, only consumers with relational or communal contracts may coproduce in service firms' service delivery process. Finally, the findings of this study revealed that consumers' certain individual traits such as consumers' existence needs in services and consumers' creditor ideology may shape their relationship formation process with service firms
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Books on the topic "Psychological contracts"

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R, Wilhelm Warren, Rousseau Denise M, and Greller Martin M, eds. Psychological contracts. New York: John Wiley & Sonsfor the School of Business Administration of The University of Michigan, 1994.

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Employment contracts, psychological contracts, and employee well-being: An international study. Oxford: Oxford University Press, 2010.

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M, Rousseau Denise, and Schalk René, eds. Psychological contracts in employment: Cross-national perspectives. Thousand Oaks, Calif: Sage Publications, 2000.

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Garrow, Valerie. Managing on the edge: Psychological contracts in transition. Horsham: Roffey Park Institute, 2003.

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Sparrow, Paul R. Understanding psychological contracts in the context of national culture. Sheffield: Sheffield University Management School, 1997.

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Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks: SAGE Publications, 1995.

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Shield, Richard. Hospital mergers and psychological contracts: Developing a critical realist research approach. Manchester: Manchester Metropolitan University, Business School, 2002.

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Cooke, S. P. Psychological contracts in the farming and rural conservation agency: are they realistic?. Oxford: Oxford Brookes University, 1999.

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B, Briner Rob, ed. Understanding psychological contracts at work: A critical evaluation of theory and research. New York: Oxford University Press Inc., 2005.

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R, Nalbantian Haig, and C.V. Starr Center for Applied Economics (New York University)., eds. Incentives, cooperation, and risk sharing: Economic and psychological perspectives on employment contracts. Totowa, N.J: Rowman & Littlefield, 1987.

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Book chapters on the topic "Psychological contracts"

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Golpelwar, Mayank Kumar. "Psychological Contracts." In Global Call Center Employees in India, 83–97. Wiesbaden: Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-11867-9_5.

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Carroll, Michael, and Rachel Tribe. "Psychological contracts." In The Handbook of Professional, Ethical and Research Practice for Psychologists, Counsellors, Psychotherapists and Psychiatrists, 23–36. 3rd edition. | Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429428838-3.

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Petersitzke, Maida. "Theoretical Basis of Psychological Contracts." In Supervisor Psychological Contract Management, 61–90. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8194-3_3.

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Coyle-Shapiro, Jacqueline A.-M., Sandra Costa, and Chiachi Chang. "Psychological Contracts and Employee Health." In Handbook on Management and Employment Practices, 1–15. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-24936-6_12-1.

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Coyle-Shapiro, Jacqueline A.-M., Sandra Costa, and Chiachi Chang. "Psychological Contracts and Employee Health." In Handbook on Management and Employment Practices, 269–83. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-29010-8_12.

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Petersitzke, Maida. "An Organisational Perspective on Psychological Contracts." In Supervisor Psychological Contract Management, 93–117. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8194-3_4.

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Petersitzke, Maida. "Managing Psychological Contracts through Human Resource Practices." In Supervisor Psychological Contract Management, 119–29. Wiesbaden: Gabler, 2009. http://dx.doi.org/10.1007/978-3-8349-8194-3_5.

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Vantilborgh, Tim, Nicky Dries, Ans de Vos, and P. Matthijs Bal. "The Psychological Contracts of Older Employees." In Aging Workers and the Employee-Employer Relationship, 107–27. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-08007-9_7.

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Robinson, Sandra L. "Violation of psychological contracts: Impact on employee attitudes." In Changing employment relations: Behavioral and social perspectives., 91–108. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10185-004.

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Berber, Aykut. "Psychological Contracts in the Age of Social Networks." In Human Resource Management and Technological Challenges, 23–42. Cham: Springer International Publishing, 2013. http://dx.doi.org/10.1007/978-3-319-02618-3_2.

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Conference papers on the topic "Psychological contracts"

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Iizuka, Kayo, and Chihiro Suematsu. "Psychological Contracts in Business Process Transformation Effect: Structure of Psychological Contracts." In 23rd International Conference on Enterprise Information Systems. SCITEPRESS - Science and Technology Publications, 2021. http://dx.doi.org/10.5220/0010526304290435.

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Jufri, Muhammad, Novita Maulidya Jalal, Muhammad Aras, and Asmulyani Asri. "The Effect of Psychological Contracts and Organizational Commitments to the Performance of Employees." In Proceedings of the 1st International Conference on Social Sciences (ICSS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icss-18.2018.250.

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Li-ying, Wang, and Chen Jin. "A New Motivation Approach for Intellectual Employees Establishment and Management of Dynamic Psychological-contracts." In 2006 IEEE International Engineering Management Conference. IEEE, 2006. http://dx.doi.org/10.1109/iemc.2006.4279832.

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"THE STUDY ON MEMBER INCENTIVE OF SCIENTIFIC RESEARCH GROUP IN UNIVERSITY BASED ON PSYCHOLOGICAL CONTRACTS." In Special Session on Knowledge Management and Knowledge Sharing in Supply Chain. SciTePress - Science and and Technology Publications, 2011. http://dx.doi.org/10.5220/0003590604230431.

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Yin, Jie Lin, and Xin Wu. "The Empirical Research on the Relationships between Individual Differences and Psychological Contracts - Using Knowledge Employees as Research Participants." In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5304018.

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Yin, Jie Lin, and Xin Wu. "The Empirical Research on the Relationships between Perceptions of Organizational Practices and Psychological Contracts - Using Knowledge Employees as Research Participants." In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5305156.

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"Changing Psychological Contracts and their Effect on Control Modes in IT Offshore Outsourcing Projects - A Case from the Financial Services Industry." In 2009 42nd Hawaii International Conference on System Sciences. IEEE, 2009. http://dx.doi.org/10.1109/hicss.2009.108.

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Rahatmawati, Istiana, Yuni Siswanti, and Ernawati. "Effects of Fulfilling Psychological Contracts and Job Characteristics towards Organizational Citizenship Behavior Mediated by Perceived Organizational Support at the SMEs Culinary in Yogyakarta." In International Conference on Business, Economy, Entrepreneurship and Management. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009961602280232.

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Zhen, Yan, Zuraina Dato' Mansor, and Abdul Rashid Abdullah. "Psychological Contract and Turnover Intention." In the 2019 10th International Conference. New York, New York, USA: ACM Press, 2019. http://dx.doi.org/10.1145/3345035.3345083.

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Yan, Zhen, and Zuraina Bt Dato Mansor. "Reviews of Psychological Contract Researches." In Proceedings of the 1st International Symposium on Education, Culture and Social Sciences (ECSS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ecss-19.2019.14.

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Reports on the topic "Psychological contracts"

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Turnley, William H. The Role of Psychological Contracts in Recruitment and Retention. Fort Belvoir, VA: Defense Technical Information Center, December 2002. http://dx.doi.org/10.21236/ada410111.

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Nordick, Glenn D. Exploring the Psychological Contract of the Canadian Forces. Fort Belvoir, VA: Defense Technical Information Center, March 1999. http://dx.doi.org/10.21236/ada363948.

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Goswami, Saheli, and Jung Ha-Brookshire. (Un)Breach of Psychological Contract: New Research Agendas in Corporate Sustainability. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/itaa_proceedings-180814-1874.

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Frydman, Roman, and Morten Nyboe Tabor. Muth’s Hypothesis Under Knightian Uncertainty: A Novel Account of In‡ation Forecasts. Institute for New Economic Thinking Working Paper Series, December 2022. http://dx.doi.org/10.36687/inetwp194.

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We open a New Keynesian Phillips curve model to nonrecurring structural shifts in its parameters and propose a novel implementation of Muth.s hypothesis to represent market participants.inflation expectations under Knightian uncertainty arising from such shifts. We refer to our approach as the Knight-Muth hypothesis (KMH). We .nd empirical support for KMH.s core premise that processes driving inflation time-series and inflation forecasts undergo nonrecurring structural shifts. In contrast to the rational expectations hypothesis and behavioral specifications, KMH reconciles model consistency with an autonomous role for participants. expectations in driving aggregate outcomes and the influence of psychological factors on those expectations.
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Yatsymirska, Mariya. Мова війни і «контрнаступальна» лексика у стислих медійних текстах. Ivan Franko National University of Lviv, March 2023. http://dx.doi.org/10.30970/vjo.2023.52-53.11742.

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The article examines the language of the russian-ukrainian war of the 21st century based on the materials of compressed media texts; the role of political narratives and psychological-emotional markers in the creation of new lexemes is clarified; the verbal expression of forecasts of ukrainian and foreign analysts regarding the course of hostilities on the territory of Ukraine is shown. Compressed media texts reflect the main meanings of the language of the russian-ukrainian war in relation to the surrounding world. First of all, the media vocabulary was supplemented with neologisms – aggressive and sad: “rashism”, “denazification”, “katsapstan”, “orks”, “rusnia”, “kremlins”, “parebrik”, “in the swamps”, “nuclear dictator”, “putinism”, “two hundred” and others. Numerals acquired new expressive and evaluative meanings: “200s” (dead), “300s” (wounded), “400s” (russian military personnel who filed reports for termination of the contract), “500s” (hopelessly drunk russian soldiers, alcoholics who are unable to perform combat tasks). The language of war intensified the slogans of the struggle for state independence and people’s freedom. The scope of the greeting “Glory to Ukraine! – Glory to Heroes!”. New official holidays have appeared in the history of Ukraine since 2014: “Heroes of the Heavenly Hundred” Day (February 20), “Ukrainian Volunteer Day” (March 14), “Defenders and Defenders of Ukraine Day” (October 14), “Volunteer Day” (5 December). As you know, the professional holiday of the military is the Day of the Armed Forces of Ukraine” (December 6). A special style is characteristic of media texts on military topics: “Iron Force of Ukraine” (Iron Force of Ukraine), “digitize the Army” (for effective simulation of military operations); “grain corridor” (export of Ukrainian grain to African and European countries); “don’t let Ukraine lose” (the position of the Allies at the first stage of the war), “Ukraine must win!” (the position of the Allies in the second stage of the war); “in the Russian-Ukrainian war, the thinking of the 19th century collided with the thinking of the 21st century”, “a politician is a person who understands time” (Grigori Yavlinskyy, Russian oppositionist); “aggressive neutrality” (about Turkey’s position); “in Russia”, “there, in the swamps” (in Russia), “weak, inadequate evil” (about Russia), “behind the fence”; “a great reset of the world order”; “technology of military creativity”; “they are not Russian and not Ukrainian, they are Soviet”, “people without mentality”, “in Ukraine and without Ukraine” (Vitaly Portnikov about a separate category of Russian-speaking citizens in Ukraine); “information bed of Ukraine” (about combat operations on the front line; “when a descendant asks me what I did in those terrifying moments, I will know what to answer. At the very least, I did not stand aside” (opinion of a Ukrainian fighter). Compressed in media texts is implemented in the headline, note, infographic, chronicle, digest, help, caption for photos, blitz poll, interview, short articles, caricature, visual text, commercial, etc. Researchers add “nominative-representative text (business card text, titles of sections, pages, names of presenters, etc.) to concise media texts for a functional and pragmatic purpose.” accent text (quote, key idea); text-navigator (content, news feed, indication of movement or time); chronotope”. A specific linguistic phenomenon known as “language compression” is widespread in media texts. Language compression is the art of minimization; attention is focused on the main, the most essential, everything secondary is filtered out. Compression uses words succinctly and sparingly to convey the meaning as much as possible. For example, the headline “Racism. What is the essence of the new ideology of the Russian occupiers?”. The note briefly explains the meaning of this concept and explains the difference from “nazism” and “fascism”. Key words: compressed media text, language compression, language of war, emotional markers, expressive neologisms, political journalism.
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Yatsymirska, Mariya. SOCIAL EXPRESSION IN MULTIMEDIA TEXTS. Ivan Franko National University of Lviv, February 2021. http://dx.doi.org/10.30970/vjo.2021.49.11072.

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The article investigates functional techniques of extralinguistic expression in multimedia texts; the effectiveness of figurative expressions as a reaction to modern events in Ukraine and their influence on the formation of public opinion is shown. Publications of journalists, broadcasts of media resonators, experts, public figures, politicians, readers are analyzed. The language of the media plays a key role in shaping the worldview of the young political elite in the first place. The essence of each statement is a focused thought that reacts to events in the world or in one’s own country. The most popular platform for mass information and social interaction is, first of all, network journalism, which is characterized by mobility and unlimited time and space. Authors have complete freedom to express their views in direct language, including their own word formation. Phonetic, lexical, phraseological and stylistic means of speech create expression of the text. A figurative word, a good aphorism or proverb, a paraphrased expression, etc. enhance the effectiveness of a multimedia text. This is especially important for headlines that simultaneously inform and influence the views of millions of readers. Given the wide range of issues raised by the Internet as a medium, research in this area is interdisciplinary. The science of information, combining language and social communication, is at the forefront of global interactions. The Internet is an effective source of knowledge and a forum for free thought. Nonlinear texts (hypertexts) – «branching texts or texts that perform actions on request», multimedia texts change the principles of information collection, storage and dissemination, involving billions of readers in the discussion of global issues. Mastering the word is not an easy task if the author of the publication is not well-read, is not deep in the topic, does not know the psychology of the audience for which he writes. Therefore, the study of media broadcasting is an important component of the professional training of future journalists. The functions of the language of the media require the authors to make the right statements and convincing arguments in the text. Journalism education is not only knowledge of imperative and dispositive norms, but also apodictic ones. In practice, this means that there are rules in media creativity that are based on logical necessity. Apodicticity is the first sign of impressive language on the platform of print or electronic media. Social expression is a combination of creative abilities and linguistic competencies that a journalist realizes in his activity. Creative self-expression is realized in a set of many important factors in the media: the choice of topic, convincing arguments, logical presentation of ideas and deep philological education. Linguistic art, in contrast to painting, music, sculpture, accumulates all visual, auditory, tactile and empathic sensations in a universal sign – the word. The choice of the word for the reproduction of sensory and semantic meanings, its competent use in the appropriate context distinguishes the journalist-intellectual from other participants in forums, round tables, analytical or entertainment programs. Expressive speech in the media is a product of the intellect (ability to think) of all those who write on socio-political or economic topics. In the same plane with him – intelligence (awareness, prudence), the first sign of which (according to Ivan Ogienko) is a good knowledge of the language. Intellectual language is an important means of organizing a journalistic text. It, on the one hand, logically conveys the author’s thoughts, and on the other – encourages the reader to reflect and comprehend what is read. The richness of language is accumulated through continuous self-education and interesting communication. Studies of social expression as an important factor influencing the formation of public consciousness should open up new facets of rational and emotional media broadcasting; to trace physical and psychological reactions to communicative mimicry in the media. Speech mimicry as one of the methods of disguise is increasingly becoming a dangerous factor in manipulating the media. Mimicry is an unprincipled adaptation to the surrounding social conditions; one of the most famous examples of an animal characterized by mimicry (change of protective color and shape) is a chameleon. In a figurative sense, chameleons are called adaptive journalists. Observations show that mimicry in politics is to some extent a kind of game that, like every game, is always conditional and artificial.
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