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 initiatives are bridging these differences. The contributors include social scientists with deep knowledge of the particular societies they describe, and whose personal scholarship involves psychological contract phenomena locally as well as abroad. Readers of Denise Rousseau's award
winning book, Psychological Contract in Organizations (Sage 1995) will welcome the extension of this ground-breaking work into the global arena. Psychological Contracts in the United States: Diversity, Individualism, and Associability in the MarketplacePsychological contracts in the United States: Diversity, individualism, and associability in the marketplace I took one draught of life, I'll tell you what I paid, Precisely an existence— The market-price, they said. —Emily Dickinson The United States is a veritable laboratory for developing idiosyncratic and distinct employment relations. In contrast with other industrialized nations, ... locked icon Sign in to access this contentSign in Get a 30 day FREE TRIAL
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journal article Research Edge: Psychological Contracts in the Workplace: Understanding the Ties That MotivateThe Academy of Management Executive (1993-2005) Vol. 18, No. 1 (Feb., 2004) , pp. 120-127 (8 pages) Published By: Academy of Management https://www.jstor.org/stable/4166046 Read and download Log in through your school or library Alternate access options For independent researchers Read Online Read 100 articles/month free Subscribe to JPASS Unlimited reading + 10 downloads Purchase article $29.00 - Download now and later Journal Information Effective with the February, 2006 issue the Academy of Management Executive has changed its name to the Academy of Management Perspectives. The overall goal of the Academy of Management journals is to serve the interests of the Academy's members, and the specific goal of the new Academy of Management Perspectives (AMP) is to publish accessible articles about important issues concerning management and business. AMP articles are aimed at the non-specialist academic reader, and should also be useful for teaching. Serving both these goals more effectively requires a change in strategy and direction for the journal. Going forward, Perspectives will concentrate on two types of articles aimed at this thought leader audience. The first are accessible surveys and reviews of contemporary knowledge about management and business issues. The goal would be to make information about empirical research in management accessible to the non-expert, including students, and the focus of the reviews would have to be on the phenomena of business and management, not the development of the academic literature. Publisher Information The Academy of Management (the Academy; AOM) is a leading professional association for scholars dedicated to creating and disseminating knowledge about management and organizations. The Academy's central mission is to enhance the profession of management by advancing the scholarship of management and enriching the professional development of its members. The Academy is also committed to shaping the future of management research and education. Founded in 1936, the Academy of Management is the oldest and largest scholarly management association in the world. Today, the Academy is the professional home for more than 18290 members from 103 nations. Membership in the Academy is open to all individuals who find value in belonging. Rights & Usage This item is part of a JSTOR Collection.
What is the psychological contract between employers and workers?What is the psychological contract? The term 'psychological contract' refers to individuals' expectations, beliefs, ambitions and obligations, as perceived by the employer and the worker. The concept emerged in the early 1960s and is core to understanding the employment relationship.
What is good psychological contract?Individual psychological contracts allow the employee to see their value and role within the business. It also helps both sides avoid creating unrealistic expectations of one another. And it allows for “amending” the terms of the contract if needed, which is done through regular communication.
What are the two types of psychological contracts?Rousseau categorized the concept of psychological contracts into two different types, transactional and relational.
What is a healthy psychological contract in the workplace?It describes the understandings, beliefs and commitments that exist between an employee and employer. Although it is unwritten and intangible, it represents the mutual expectations that are felt. It is distinct from an employment contract, which is a written, rigid and formalised document.
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