澳洲作业:心理契约的理解 [5]
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论文字数:2000论文编号:org201705171652471781语种:英语 English地区:澳大利亚价格:免费论文
关键词:澳洲作业留学生作业心理契约
摘要:本文是澳洲留学生作业范文,主要内容是讲述心理契约的相关定义,以及通过批判性的评价心理契约相关概念及相关内容。
nvironments.
However the psychological contract does have many flaws in that a lack of leadership can result in many problems such as, negligence, insecurity or old-fashioned x-theory culture. Much of the theory surrounding psychological contracts is intangible and difficult to represent in absolute measurable terms (www.businessballs.com, 2012). Guest described this as the following, 'The psychological contract is beset with conceptual problems and still has to establish itself as a useful and valid psychological construct' Guest (1998). According to Parzefall 'Very little is known about the employees' role in influencing the psychological contract and its content in everyday work and about employees' perceptions of their psychological contract obligations' Parzefall et al (2008). Conway and Briner elaborated this further, 'The major problems with psychological contract theory are that there simply is not enough of it and what exists is underdeveloped and underspecified.' Conway and Briner (2005). In this context the psychological contract theory cannot be relied upon for guaranteed success. Instead it provides a guide in which way to structure and manage. It also provides insight into understanding motivation problems with employees and how to achieve harmony within organisations, although, 'Much work remains to be done in clarifying our use of the term, both theoretically and empirically' (p.50, Millward and Brewerton 2000).
Conclusion 结论
In conclusion an understanding of the psychological contract is important to the management of contemporary employment relationship. Employers expect commitment and loyalty from their employees. Employers in return provide incentives, job security and training. Organisations need to implement this into their management style in order to provide equality and harmony. This has led employee relations to be considered as a philosophy model rather than a management tool. Although the psychological contract is not specific, it provides ideas to achieve a harmonised vision to maintain employee commitment, thus gaining a competitive advantage over competitors. In this context corporate
strategy and human resource strategy are crucial as contemporary employment is shifting towards recruiting hungrier fresh young employees, and moving away from experienced older employees. This may be to invest and nurture new younger employees when they join an organisation instead of training older employees who are nearer to retirement, or feel the need to change jobs for a new challenge and experience. The changes in the business environment have become more difficult, especially with recessions around the world. Therefore stability has decreased dramatically as more people are being made redundant and multinational businesses closing down, due to the financial crises. This may have an effect on the breach of psychological contracts increasing, and in turn this would lead to loss of loyalty, commitment to the employment relationship and produce a negative performance for any organisation. Therefore mutual communication between both parties is vital in understanding unwritten obligations as well as managing conflicts when they arise.
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