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David E. Guest

In: Business and Management

Submitted By cocacolie93
Words 531
Pages 3
In the journal of organizational behavior of David E. Guest, his entry “Is the

psychological contract worth taking seriously?” David does think that we should take it

seriously because it explores relationships between employers and employees and focuses on

the distribution of power. David makes a very good point that people’s psychological contract

is made up of people’s expectations, beliefs and promises between the organization and them.

This is linked to job satisfaction and job commitment. In my opinion if people’s psychological

contract is not broken they are more likely to stay with that job and be happy to come to work.

They would also be willing to go above and beyond what is expected. If there psychological

contract is violated the opposite would happen. Contract violation can be caused by broken

promises or expectations this causes many different emotions for workers and employers, like

disappointment, frustration, anger and they will be more willing to express their dissatisfaction

by exit, voice, loyalty or neglect. Psychological contracts are basically in the eye of the beholder

and no one’s is the same, it is easier to change then regular contracts cause it’s not on actual

paper and can be changed secretly. Like David explains employers expect employees to work

the hours they are scheduled, doing the best quantity and quality, being honest, loyal and

flexible. Employees expect job security, job satisfaction, fair pay and good working conditions.

As time goes on peoples psychological contracts are changing and it is important to research

and understand why the employment relationship is changing and how we can evolve with it.

In Denise Rousseau’s article “Psychological Contracts in the Workplace: Understanding

the Ties That Motivate. Academy of Management Executive” she states that there are three…...

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