Psychological Contract

Question 1

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

Answer 1

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

Question 2

Who was Psychological contracted founded by and which Date?

Answer 2

Denise Rosseau
In 1960

Question 3

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

Answer 3

1) The need for equity and justice

2) The desire for security and relative certainty

3) The need for fulfilment, satisfaction and progression

Question 4

Name 3 Aspects of the Psychological Contract

Answer 4

1) Job Security

2) Training and Development

3) Career Prospects

Question 5

Who created the Transactional v Relational Continuum

Answer 5

Rosseau

Question 6

6 points of Transactional aspect

Answer 6

Transactional is Short term

Monetary based

Your expecting something

Limited emotional attachment

Direct Exchange
Identifiable
Competencies

Question 7

Definition of Transactional?

Answer 7

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

Question 8

Definition of Relational

Answer 8

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.

Question 9

What year was the Silent Generation

Answer 9

1926 to 1945

Question 10

year of Baby Boomers?

Answer 10

1946 to 1964

Question 11

Year of Gen X

Answer 11

1965 - 1979

Question 12

Year of Gen Y

Answer 12

1980 - 1994

Question 13

Why are Baby Boomers an economically Influential Generation

Answer 13

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

Question 14

Who Created the Psychological Contract Model

Answer 14

Guest and Conway

Question 15

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

Answer 15

Age, Level of Organisation, Gender.

Question 16

What Organisational Factors? G&C

Answer 16

Sector, Location, Size

Question 17

Any 3 Policy Influences - G&C

Answer 17

Promises Made, Suitably Qualified, Organisational Support

Question 18

State of Psychological Contract- G&C

Answer 18

Fairness, Trust and Delivery of Deal

Question 19

Attitudinal Consequences examples (2). G&C

Answer 19

Work and Life Satisfaction. Organizational Commitment

Question 20

Behavioral Consequences

Answer 20

Intention to stay and leave the Organisation and Knowledge Sharing.

Question 21

Why Give Importance to Background Factors

Answer 21

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

Question 22

Why do HR Organisations and Policies Interlink?

Answer 22

To provide fairness and Thrust

Question 23

What happens if Outcomes are positive?

Answer 23

Can lead to Work Satisfaction and Motivation

Question 24

What happens if Outcomes are not met?

Answer 24

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