Difference between revisions of "Psychological contract"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | ::[[Psychological contract]]. An unwritten agreement that sets out what management expects from an employee and vice versa. | + | ::[[Psychological contract]]. An unwritten [[agreement]] that sets out what management expects from an employee and vice versa. |
According to the [[HRBoK Guide]], | According to the [[HRBoK Guide]], | ||
:[[Psychological contract]]. Beliefs that influence the employee-employer relationship. An unwritten agreement of the mutual beliefs, perceptions, and informal obligations between an employer and an employee, which influence how they interact. | :[[Psychological contract]]. Beliefs that influence the employee-employer relationship. An unwritten agreement of the mutual beliefs, perceptions, and informal obligations between an employer and an employee, which influence how they interact. | ||
Latest revision as of 04:19, 8 December 2020
Psychological contract is an unwritten agreement that sets out what management expects from an employee and vice versa.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Psychological contract. An unwritten agreement that sets out what management expects from an employee and vice versa.
According to the HRBoK Guide,
- Psychological contract. Beliefs that influence the employee-employer relationship. An unwritten agreement of the mutual beliefs, perceptions, and informal obligations between an employer and an employee, which influence how they interact.
