To this end, managers have an important part to play. A key feature of their role is to help entice, develop and retain talent. They additionally act as the company’s agent in establishing the psychological contract (PC) that is sometimes created between the employer and an individual worker.
Psychological contracts reflect certain obligations the company makes to an employee. Managers act to facilitate these agreements that often involve both explicit and implicit pledges. Their profound understanding of the employer perspective makes them ideal for this function.
Perhaps the most vital aspect is ensuring that the conditions of a PC are fulfilled. When an employer meets these obligations, the impact is invariably positive. Workers identify more closely with the organization and their dedication and loyalty rise accordingly. The reverse is equally true though. Perceived failure to deliver on promises leads to disengagement and an increased likelihood of leaving the firm.
It is common for PCs to contain both transactional and relational aspects. The former are regarded as the foundation and include such as financial exchanges between the company and the employee. Transactional elements are short-term in nature.
گنجاندن جنبه های مبادلاتی و رابطه ای برای PCها امری رایج است. جنبه های رابطه ای به عنوان مبنا در نظر گرفته می شوند و شامل به طور مثال تبادلات مالی بین شرکت و کارمند می شوند. عناصر مبادلاتی, دارای ماهیت کوتاه مدت هستند.
