Psychological Contract Flashcards

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1
Q

What is the Definition of a Psychological Contract according to Armstrong 2020?

A

A psychological contract is a set of unwritten expectations that exist between individual employees and their employers’

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2
Q

Who was Psychological contracted founded by and which Date?

A

Denise Rosseau
In 1960

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3
Q

What are the 3 things in the nature of a psych co logical contract
(Mant 1995)

A

1) The need for equity and justice

2) The desire for security and relative certainty

3) The need for fulfilment, satisfaction and progression

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4
Q

Name 3 Aspects of the Psychological Contract

A

1) Job Security

2) Training and Development

3) Career Prospects

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5
Q

Who created the Transactional v Relational Continuum

A

Rosseau

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6
Q

6 points of Transactional aspect

A

Transactional is Short term

Monetary based

Your expecting something

Limited emotional attachment

Direct Exchange
Identifiable
Competencies

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7
Q

Definition of Transactional?

A

Transactional means you expect something in return for your contribution in a short time frame and if not, you will not provide your contribution.

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8
Q

Definition of Relational

A

Relational means, you are willing to be patient for a longer-term mutual benefit and it is okay if you don’t get the full return in the short term.

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9
Q

What year was the Silent Generation

A

1926 to 1945

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10
Q

year of Baby Boomers?

A

1946 to 1964

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11
Q

Year of Gen X

A

1965 - 1979

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12
Q

Year of Gen Y

A

1980 - 1994

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13
Q

Why are Baby Boomers an economically Influential Generation

A

Because of the High Numbers and Relative Prosperity of the US Economy during their careers

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14
Q

Who Created the Psychological Contract Model

A

Guest and Conway

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15
Q

What Individual Factors can be considered in the Guest and Conway Model?

A

Age, Level of Organisation, Gender.

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16
Q

What Organisational Factors? G&C

A

Sector, Location, Size

17
Q

Any 3 Policy Influences - G&C

A

Promises Made, Suitably Qualified, Organisational Support

18
Q

State of Psychological Contract- G&C

A

Fairness, Trust and Delivery of Deal

19
Q

Attitudinal Consequences examples (2). G&C

A

Work and Life Satisfaction. Organizational Commitment

20
Q

Behavioral Consequences

A

Intention to stay and leave the Organisation and Knowledge Sharing.

21
Q

Why Give Importance to Background Factors

A

It can affect an Individual’s ability to work and shed expectancies they may have of this.

22
Q

Why do HR Organisations and Policies Interlink?

A

To provide fairness and Thrust

23
Q

What happens if Outcomes are positive?

A

Can lead to Work Satisfaction and Motivation

24
Q

What happens if Outcomes are not met?

A

People Less Committed. Job Satisfaction is Problematic - it leads to Negative and eruptive behavior. People leaving the Organisation.