✦ LIBER ✦

The psychological contract: What is missing? What is next?

✍ Scribed by Taylere M. Joseph

Publisher: Wiley (John Wiley & Sons)
Year: 2011
Tongue: English
Weight: 114 KB
Volume: 2
Category: Article
ISSN: 2041-8418
DOI: 10.1002/jpoc.20048

No coin nor oath required. For personal study only.

✦ Synopsis

Abstract

Psychological contracts have been linked within organizational behavior literature to employee motivation and productivity. Classically, a psychological contract is defined as “individual beliefs, shaped by the organization, regarding terms of exchange agreement between individuals and their organizational goals” (Rousseau, 2001, p. 2). Recently, psychological contract violations have been identified in the research literature as correlated to employee resistance in system‐wide organizational change, putting change initiatives at risk. Understanding the complex ways that psychological contract violations can induce change resistance highlights the need for organizations to manage the psychological contracts between leadership and employees. Organizations need not only recognize how psychological contracts are formed, but also should heed the need for psychological contracts to be managed. This article reviews what is missing in psychological contract and change management. It then proposes that consultants who are trained in both organizational and individual psychology implement psychological contract management services into their practice.

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