Measure of hiring: Employers should regularly monitor the hiring of workers to determine where measures are needed to improve performance. A positive psychological contract generally supports a high level of staff engagement. The working relationship is due to interpersonal relationships in the workplace. The day-to-day behaviour of employers, superiors and executives does not depend on the legal contract. Employees are starting to negotiate what they need to do to satisfy their side of the bargain and what they can expect in return. This negotiation is sometimes explicit. B, for example, in outcome evaluation or evaluation meetings, but more often takes the form of behavioural measures and reactions by which parties explore and draw the boundaries of mutual expectations. Therefore, the psychological contract determines what the parties will or will not do and how it will happen. If the expectations of the parties align, the performance will probably be good and the satisfaction will be high.
As long as values and loyalty remain, trust and commitment are maintained. Ultimately, the psychological contract is the responsibility of the employee and the employer. Both have different tasks to protect themselves from possible violations. For the employer, it is a matter of not misperception an employee and ensuring that promises are kept. For the employee, it is a matter of managing his expectations so that difficult situations or adverse personal circumstances are not considered negative and are not considered the “impact” of a worker. Then, when you compose the transactional and relational elements, you arrive with the two main types of individual psychological contracts of “career” and organization: During a “contract repair process”, individuals try to restore balance, either by looking for alternative ways to meet their expectations or by reducing their expectations. For example, workers who have a “relational” psychological contract (for example. B additional schedules in exchange for a better career) can remove their behavior as a secondary role and move to a basic “transaction contract.” Others may respond by engaging in proactive behaviour and treating the situation as a learning opportunity to compensate for loss of position and uncertainty.
2020年12月15日 9:35 PM 未分類