Abstract: A psychological contract is an agreement between the
employer and an employee that covers the parties’ informal and
frequently non-verbalized obligations and expectations towards each
other. The contract is a cognitive pattern-governing employee’s
behaviour in the organization. A gap between employee’s
expectations and the organizational reality may lead to difficult-to-solve
conflicts or cause the employee to modify their behaviour
towards organizational values and goals, if they are willing and ready
to verbalize their expectations. The article discusses psychological contracts in the financial
institutions in Poland. Its theoretical part outlines the types of
psychological contracts in organizations (relational, transactional, and
balanced) and shows the process of their verbalization. The purpose
of the article is to present how the type of the psychological contract
relates to employee’s readiness to verbalize it. The article ends with
conclusions arising from the study.
Abstract: This paper investigates the connotation, and some of
the realistic implications, of the economic reform of health sector in
under developed countries. The paper investigates the issues that
economic reforms have to address, and the policy targets they are
considered to accomplish. The work argues that the development of
economic reform is not connected only with understanding the
priorities and refining them, furthermore with reformation and
restructuring the organizations through which health policies are
employed. Considering various organizational values, that are likely
to be regular to all economic reform programs, a regulatory approach
to institutional reform is unsuitable. The paper further investigates the
selection of economic reform that may as well influence via technical
suggestions and analysis, but the verdict to continue, and the
consequent success of execution, eventually depends on the
progressive political sustainability. The paper concludes by giving
examples of institutional reforms from various underdeveloped
countries and includes recommendation of the responsibility and
control of donor organizations.
Abstract: The values of managers and employees in organizations are phenomena that have captured the interest of researchers at large. Despite this attention, there continues to be a lack of agreement on what values are and how they influence individuals, or how they are constituted in individuals- mind. In this article content-based approach is presented as alternative reference frame for exploring values. In content-based approach human thinking in different contexts is set at the focal point. Differences in valuations can be explained through the information contents of mental representations. In addition to the information contents, attention is devoted to those cognitive processes through which mental representations of values are constructed. Such informational contents are in decisive role for understanding human behavior. By applying content-based analysis to an examination of values as mental representations, it is possible to reach a deeper to the motivational foundation of behaviors, such as decision making in organizational procedures, through understanding the structure and meanings of specific values at play.