Download Supervisor Psychological Contract Management: Developing an by Maida Petersitzke, Prof. Dr. Michel E. Domsch PDF

By Maida Petersitzke, Prof. Dr. Michel E. Domsch

The curiosity of agencies within the proposal of mental contracts is frequently constrained. this is often often in view that examine in this proposal has been offered as hugely advanced and has no longer featured any tangible tools for its software.

Maida Petersitzke offers an outline of the literature on mental contracts. She provides a four-tier framework that info how agencies can systematically deal with the mental contracts in their staff. in accordance with an empirical learn of line managers and their subordinates, she additionally identifies ways that person line managers can foster optimistic mental contracts which are linked to greater levels of organisational citizenship behaviours and affective dedication in the direction of the organization.

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Additional resources for Supervisor Psychological Contract Management: Developing an Integrated Perspective on Managing Employee Perceptions of Obligations

Sample text

A total of approximately 1000 incidents were recorded. Coding resulted in 12 employer obligations and 7 employee obligations. Table 6 lists these obligations. Analysis of frequencies of incidents for the two groups – employees and managers – showed that while there was general agreement on the obligations, employees emphasised basic hygiene factors (Herzberg, 1968) like environment, pay and security more than managers did. Managers on the other hand put more emphasis on humanity, recognition and benefits.

This phenomenon has been labelled as the “norm of reciprocity” by Gouldner (1960) and its relevance for the exchange relationship described by psychological contracts has been demonstrated by Coyle-Shapiro and Conway (Conway & CoyleShapiro, 2006; Coyle-Shapiro & Conway, 2004). Also, Herriot, Manning and Kidd (1997) have provided an insight into individuals’ as well as supervisors’ understanding of mutual obligations showing that when supervisors are assumed to represent the organisational view both parties can formulate an understanding of mutual obligations.

In Germany, there are few empirical studies measuring specific obligations and there is no study of comparable size to that of Herriot, Manning and Kidd (1997). However, variability within cultures is generally expected to be greater than between cultures (Rousseau & Schalk, 2000). 2. 1. Introduction It is the aim of this section to summarise research on basic processes involved in psychological contracting between organisations and individuals. The most frequently mentioned processes are contract formation, contract breach and violation as well as contract change.

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