Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements
SAGE, May 18, 1995 - Business & Economics - 242 pages
Book DescriptionRecipient of the George Terry Book Award sponsored by the Academy of Management 'The incredible number of specific illustrations embedded in this text is a great asset. The book will be a good read for a potentially wide academic audience of professors and students (especially in psychology and business schools), anybody interested in contracts in the nonlegal sense, and for 'thinking managers' and practitioners. Psychological Contracts in Organizations will become a standard reference in the organizational sciences by 1997.' --Richard Guzzo, University of Maryland, College Park This unique book examines the organizational, social, and psychological meaning of contracts, written and unwritten, in organizations. The author addresses a multitude of important topics, including contract making, interpretation of contracts, contracts that are emerging due to the turmoil and economic forces in the 1990s, contract violations, and strategies for changing contracts. In addition, this volume includes a thought-provoking discussion of how contracts are linked to an organization's strategy and its human resource practices. This outstanding volume concludes with an assessment of societal trends that point to large-scale changes in future employment contracts. Psychological Contracts in Organizations will capture the interest of advanced undergraduate and graduate students, scholars, managers, and researchers in the areas of organizational behavior, management, organizational psychology, human relations, industrial relations, law, and socioeconomics.
What people are saying - Write a review
We haven't found any reviews in the usual places.
Other editions - View all
acceptance activities affect agreement at-will employment behavior beliefs benefits business strategy career commitments compensation contract change contract makers contract terms contract violation convey core coworkers create culture downsizing efforts employees employment contracts employment relations employment relationship existing expectations external fair firm flexibility forms future goals Herbert Simon hired HR practices human resource practices individual industry Inland Oil intentions interpretations involve Jack Welch labor long-term loyalty Management by Objectives McLean Parks meaning ment mental models mentors messages monitoring newcomers normative contract occur offer opportunities organization organization's organizational perceived performance appraisal performance reviews performance terms procedural justice promise promote psychological contract recruiting regarding relational contract responsibilities role Rousseau schema share signal skills social contracts specific status tend tion top management transition trust typically understanding values veterans workers workforce