Organisation change and the psychological contract
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Organisation change and the psychological contract the rhetoric of employability, the potential reality of reciprocal brutalism by A. Sharpe

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Published by De Montfort University in Leicester .
Written in English


Book details:

Edition Notes

Thesis (Ph.D) - De Montfort University, Leicester 2003.

StatementAnette Sharpe. Appendices.
ContributionsDe Montfort University.
ID Numbers
Open LibraryOL15513340M

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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 s. The term Psychological Contract gained popularity during the s when its description and definitions were mentioned in the studies of behavioural and organizational theorists Chris Argyris and Edgar then, many other theorists and experts have contributed their insights on this subject and propounded several approaches or studies which have unveiled newer perspectives on this topic.   topics include psychological contract, organizational change, new employment relationships and. flexicurity. JOCM. 26,6. To purchase reprints of . 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 of employment which.

  In this important new book, an international range of prominent scholars examine the key psychological issues around organizational change at the individual level, including: health and well-being; stress and emotional regulation; performance and leadership; attitudes and implications for the psychological contract. PSYCHOLOGICAL CONTRACTS & CHANGE Psychological contracts deal with the underlying problematic issues between human beings, whether the persons are in dyads or groups. The groups can be as large as organizations. The dynamics are between people, not within individuals, so they are the link between the individual and the group. Psychological contracts develop over time, evolving and adapting to the working culture of the organisation. That being said, they are relatively resistant to change, and can diverge between individual party members and between whole corporations. The psychological contract is an important agreement between employees and employers. This article looks at the key element of the contract: communication. It also looks at the role diversity plays and how breaches occur and how to avoid them.

The psychological contract lies at the heart of your relationship with the organisation you work for. It is the deal you make with your employer and colleagues at work; it is about your mutual expectations and their fulfilment. Too often this contract is implicit and left to chance, resulting in misunderstanding, stress, lower commitment and performance.   The book seeks to make sense of the organizational experiences of the professional worker by drawing on several areas of research, including the psychological contract, social identity theory, theories of career development and retention. The author uses real-life examples and short case studies to situate psychological theory within s: 3. – This study aims to examine how organizational change and attitude towards change affects the fulfillment of the psychological contract. The influence of type of change, impact of change, former change experiences and frequency of change on fulfillment of the psychological contract is assessed, as well as the influence on the employee's attitude towards change., – Regression analyses. the perception of an organizational change leads to changes in psychological contracts. The first group of hypotheses of our study is related to the impact of organizational changes on.