Social exchange and psychological contract essay
Psychological contract model
The psychological contract: a critical review. Pearson Education. The employee—organization relationship: Where do we go from here?. Mael, F. Relational contracts are associated with emotional interactional dimensions, with nonfinancial, socio- emotional, intrinsic focus between employees and employers Rousseau, Managing change in organizations. Morrison, E. The point of this argument is that the employment contract is characterized rather by an unequal employment relationship that is, that the employee is the subordinate. Therefore, it has been argued that interest by academics and practitioners in the psychological contract has seemingly stemmed from an ideological appeal rather than from an empirically grounded theory Keenoy, As a result, it has been argued that the popularity of the psychological contract has been driven by the need to find more innovative management strategies to guide the employment relation Cullinane and Dundon, ;Rousseau, Fulfillment of the psychological contract in turn is linked to organizational commitment and is associated with behaviors at work, including absenteeism, turnover, and independent ratings of job performance. Roussea argue that immediate managers are the main contract makers whilst Guest and Conway disagree with this view for two reasons. Carbery, R.
Transactional contract explain the economic exchange relations with extrinsic, financial and narrow focus. Blau, P.
Importance of psychological contract
He maintains it is conceptually unclear how contract violation is any different from job dissatisfaction considering the emphasis is predominantly focused on the perceptions of the employee. The results of the two studies were consistent. The authors do not deny that changes have taken place but maintain they are not as significant as they have been made out to seem Cullinane and Dundon, Both satisfaction and commitment were correlated with job turnover, but job commitment was more strongly related to turnover than was satisfaction. It is about the individual's belief, potential opportunities and mutual commitment in exchange relationships Rousseau, Levinson considers obligations to be based on needs whilst Rosseau , maintains it is based on promises. The point of this argument is that the employment contract is characterized rather by an unequal employment relationship that is, that the employee is the subordinate. Journal of management studies, 34 5 , Job satisfaction was best predicted by the reward and cost values of the job, and job commitment was best predicted by a combination of reward and cost values, alternative value, and investment size. The origins and early development of the psychological contract construct.
Arnold, J. Journal of Product Innovation Management, 26 2 He further argues that even if all employees have a psychological contract, it is still difficult to identify the stage at which the exchange relationship was established.
The need for achievement and the need for influence were more satisfied as compared to other needs. The estimated true score correlations with job satisfaction were.
Rosseau, D. European management journal, 13 3 In conclusion, this review has raised serious questions about the validity of the concept and its limitations as a predictor of organisational behaviour. Exchange and power in social life. Coyle-Shapiro, J.
based on 108 review