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Psychological Contracts in Local Government (Framework (Provide balance…
Psychological Contracts in Local Government
Informal contracts between managers and workers
Aim = increase worker commitment & alignment with needs of org
Increase clarification
Can increase productivity
Framework
Provide balance
Employee expectations of org
Manager expectations of employee
Discussable
Need arises from formal rules fail to provide enough detail to lead to employee success
Informal communcation is important to HR mgmt
can correct employee assumptions
Even though unwritten, still enforceable
Private sector research has shown positive consequences
job satisfaction
motivation
retention
Method
National survey data
Limitations
Focuses on contract between managers and employees
Little observable docs or artifacts
Results
Manager believe contracts are common - not true in data
Topics of contracts
Workload issues, schedule
how feedback is given
Job security/rewards
relationships
careeers
Subordinate initiation is most effective in results
Consequences
Increased communication
Improved relationships
Improved understanding of job
Correlations
Use of psych contracts is associated with feedback, high standards and rewarding performance
Conclusion
Contracts communicate reciprocal expectations
Useful in many stages of employment
Government needs to use these more