A Study of Psychological Contract and Employee Relationship in Changing Business Environment
Keywords:
PCQ, PCS, PCI, NCRAbstract
The psychological contract refers to the unwritten set of expectations of the employment relationship as distinct from the formal, codified
employment contract. As in any relationship, both parties have informal expectations of each other that although unwritten – can
significantly affect the length, and quality, of their relationship. In this paper the objective is to study the following contract variables- type of
psychological contract between employee and employer, employer’s commitment to employee; employee’s commitment to employer;
employer’s relationship with employee and employee’s relationship with employer. Study was conducted on 100 private sector employees
in Delhi NCR, using 52 items Psychological Contract Questionnaire adapted from Psychological Contract Scale (Millward & Hopkins, 1998)
and Psychological Contract Inventory (Rousseau, 1995). As compared to similar study done earlier, this research showed higher employer’s
commitment and relationship with employees, which further reflects the dynamic nature of psychological contract.
References
Rousseau DM, Wade-Benzoni KA. Linking Strategy and Human Resource Practices: How Employee and Customer Contracts are Created. Human Resource Management, Fall 1994; 33(3): 463-489.
Turnley W H, Feldman DC. Psychological contract violation during corporate restructuring, Human Resource Management 1998; 37(2): 71-83
Turnley WH, Feldman DC. Re examining the effects of Psychological contract violations: Unmet Expectations and job Dissatisfaction as Mediators. Journal of Organizational Behavior 2000; 21(1): 25-42.
Bisht, Sonal, Chaubey DS. Analytical Study of Psychological Contract and its Impact on Employees Retention. Pacific Business Review International 2016; 8(11).
Robinson SL, Kraatz SM, Rousseau MD. Changing Obligations and the Psychological contract: A Longitudinal Study’ Academy of Management Journal
; 37: 137-151.
