Last edited by Arashira
Friday, July 24, 2020 | History

6 edition of Psychological Contracts in Employment found in the catalog.

Psychological Contracts in Employment

Cross-National Perspectives

  • 122 Want to read
  • 36 Currently reading

Published by Sage Publications, Inc .
Written in English

    Subjects:
  • Occupational & industrial psychology,
  • Organizational theory & behaviour,
  • Personnel & human resources management,
  • Organizational Behavior In Business,
  • General,
  • Organization Theory,
  • Psychology,
  • Business & Economics,
  • Organizational Behavior,
  • Business/Economics,
  • Industrial & Organizational Psychology,
  • Business & Economics / Organizational Behavior,
  • Psychological aspects,
  • Management - General,
  • Commitment (Psychology),
  • Contracts,
  • Cross-cultural studies

  • Edition Notes

    ContributionsDenise M. Rousseau (Editor), Rene Schalk (Editor)
    The Physical Object
    FormatHardcover
    Number of Pages336
    ID Numbers
    Open LibraryOL8028853M
    ISBN 100761916806
    ISBN 109780761916802

      Psychological Contracts in Employment by Denise M. Rousseau, , available at Book Depository with free delivery worldwide. Start studying HR Chapter 5 - Psychological Contracts. Learn vocabulary, terms, and more with flashcards, games, and other study tools. Who is the key writer about Psychological contracts and what was the book? Denise Rousseau Psychological contracts in organisations. They also saw that in the first 2 years of employment they.

      Psychological Contracts in Employment by Denise M. Rousseau, , available at Book Depository with free delivery worldwide.4/5(1). The psychological contract is fundamentally built upon a sense of fairness and balance perceived of the employment relationship from the viewpoint of the employee, yet interestingly it is largely formed and led by the actions of the employer.

    The relationship between workers and firms are changing worldwide. Nowhere is this more evident than in the psychological contracts of employment. This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global business . Schalk, R & Rousseau, DM , Psychological contracts in employment. in N Anderson, DS Ones, H Kepir Sinangil & C Viswesvaran (eds), Handbook of industrial, work & organizational psychology. Sage, Thousand Oakes, pp. Cited by:


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Psychological Contracts in Employment Download PDF EPUB FB2

Readers of Denise Rousseau's award-winning book Psychological Contracts in Organizations (Sage, ), will welcome the extension of this ground-breaking work into the global arena. Both the introductory and concluding chapters, written by the editors, provide several themes to structure and frame the book's content.

Nowhere is this more evident than in the psychological contracts of employment. This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global business initiatives are bridging these differences.5/5(2).

The organizational, social and psychological meanings of contracts, both written and unwritten, are the focus of this volume. The author addresses a number of important topics including contract making, interpretation of contracts, contract violations, strategies for changing contracts and contracts evolving from circumstances relevant to the by: The relationship between workers and firms are changing worldwide.

Nowhere is this more evident than in the psychological contracts of employment. This book. This book is the first to provide a comprehensive and critical overview of what is now the major way of trying to understand the employment relationship - the concept of the psychological n contracts often specify very little in terms of the important details about what we are prepared to do for our employer and what we want back.

Nowhere is this more evident than in the psychological contracts of employment. This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global business initiatives are bridging these differences.

A psychological contract is distinct from your typical employment contract insofar as it is an unwritten, unofficial document. You could refer to it as a mental document, if you like, that you and your employer internally sign. The psychological contract, by definition, represents the understanding of mutual expectations between employees and.

The topic Employment Contracts explains that they exist if there is ‘mutuality of obligation’ and that they are legally binding. Usually, a formal employment contract is associated with a unique, individual, Person Specification and Job Description.

Relational contracts. Psychological contracts are essentially relational. The relationship between workers and firms are changing worldwide.

Nowhere is this more evident than in the psychological contracts of employment. This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global.

The relationships between workers and firms are changing worldwide. Nowhere is this more evident than in the psychological contracts of employment - that is, the obligations workers owe to their employer, and vice versa.

Psychological Contracts In Employment contains the cross-national perspectives of organizational scholars from 13 countries to examine how. A psychological contract, a concept developed in contemporary research by organizational scholar Denise Rousseau, represents the mutual beliefs, perceptions and informal obligations between an employer and an sets the dynamics for the relationship and defines the detailed practicality of the work to be done.

It is distinguishable from the formal written contract. The psychological contract refers to the unwritten set of expectations of the employment relationship as distinct from the formal, codified employment contract.

Taken together, the psychological contract and the employment contract define the employer-employee relationship. Originally developed by organisational scholar Denise Rousseau, the. Temporary employment has become a focus of policy debate, theory, and research. This book addresses the relationship between temporary employment contracts and employee well-being.

It does so within the analytic framework of the psychological contract, and advances theory and knowledge about the psychological contract by exploring it from a variety of perspectives. Psychological contracts in employment follow a Handbook of Industrial, W ork and Or ganizational Psychology Table Past and emer gent forms of employment r elationships.

Psychological Contracts and Strategic Leadership: /ch Employment is not simply an economic engagement; it has significant social and psychological implications for both employers and employees.

For employees theAuthor: David Starr-Glass. Psychological contracts are directly linked to leadership. Simply put, leaders reap the benefits when these contracts are fulfilled and suffer the consequences when they are not. The difficulty lies in the fact leaders can’t control the “make-up” of psychological contracts, but there are ways to influence the unwritten agreements as they.

Our purpose throughout the book has been to examine the broader society's influence on the formation and maintenance of psychological contracts of employment, as well as changes that occur in those contracts over time. psychological contract, characteristics (features, content, differences in psychological contracts between different groups of employees) and the effects of changes in psychological contracts on.

Maintaining a strong psychological contract. Fairness and equity are important aspects of the psychological contract.

They need to be maintained in order to sustain a robust and healthy psychological contract. It is the employer’s responsibility to try to maintain the employment relationship and to spot any deterioration.

It is rare for the plural form 'Psychological Contracts' to be used in relation to a single organization, even when applied to several employees, because the notion is of an understanding held by an individual or a group or people, unlike the existence of physical documents, as in the pluralized 'employment contracts' of several employees.

This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global business initiatives are bridging these differences.The psychological contract differs from a legal contract of employment which offers a limited reality of the employment relationship.

The legal contract refers to an agreement, usually written and singed, about the mutual obligations of the employer and the worker. Organizations can gain a clear understanding of their employees’ psychological contracts by offering a realistic view of their organization at the stage of recruitment, clearly defining the rights and benefits of employees, and opening the lines of effective communication.

Organizations can maximize employee satisfaction by meeting the needs of the psychological .