The Psychological Contract ,조직에서의 심리적 계약

목차

The Psychological Contract

-Contents

A definition of the psychological contract

The key factors in the psychological contract

The different types of psychological contract

The psychological contract violation

A variety of studies about psychological contract

A manager’s role to improve relationship with employees

Conclusion

본문내용

A definition of the psychological contract
In most relationships between organizations and employees, there exists an implicit contract. Social philosophers have called this implicit contract the Psychological Contract since the 1960’s. The concept of the psychological contract was developed from studies about searching out and cataloging the motives and needs of workers and relating these to compensation by the organization.

When new employees join an organization it is reasonable that the organization expects a good performance from the new comers. On the contrary, the employees have expectations such as good working conditions and job security. Basically the expectations concerning what an organization offers new employees and what they ask for in return begins with the recruitment process. Most explicit expectations are provided in the recruitment process such as salary, working hours. However the psychological contract is concerned more with the implicit expectations between an organization and employees.

Much has been written about the psychological contract since Argyris(1962) first used the term. Schein(Organization Psychology, 1980) defined the contract as an `unwritten set of expectations operating at all times between every member of an organization and the various managers and others in that organization`.

키워드

조직,   계약,   Psychologi