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: Workers (especially, competent personnel) have been recognized as a core contributor to overall organizational effectiveness. Hence, verifying the determinants of turnover intention is one of the most important research issues. This study tested the influence of perceived organizational support and abusive supervision on employee’s turnover intention. In addition, mediating roles of psychological contract and emotional exhaustion were examined. Data from 255 Korean employees supported all hypotheses Implications for research and directions for future research are discussed.
Abstract: The purpose of this research is: a) to investigate how
the HR practices influence psychological contracts, b) to examine the
influence of psychological contracts to individual behavior and to
contribute individually, c) to study the psychological contact through
leadership. This research using mixed methods, qualitative and
quantitative research methods were utilized to gather the data
collected using a qualitative method by the HR Manager who is in
charge of the trainings from the staffs and quantitative method
(survey) by using questionnaire was utilized to draw upon and to
elaborate on the recurring themes present during the interviews. The
survey was done to 400 staffs of the company. The study found that
leadership styles supporting the firm’s HR strategy is the key in
making psychological contracts that benefit both the firm and its
members.