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Human Resource Essay

2375 words - 10 pages

When a staff that joined the enterprise, there are two copies of contracts that the staff should sighed with the enterprise, one is written on the paper which is the employment contract, and the other one is psychological contract which is written in the mind between employer and employee. In relation to the psychological contract, there are several concepts to explain it, and the earliest concepts of psychological contract can be traced back to the early work of Argyris (1960). However, the key concept of psychological contract that in common used, which was established by Rousseau (1995). According to Rousseau and Tijoriwala (1998, p. 679), the psychological contract was defined as: “An ...view middle of the document...

On the other aspect of the contract is the obligation of the enterprise, which is based on the expectation of the employee. First, employees expect that enterprises can provides sufficient vacations of legal requirement, hence employees can relax themselves under the tremendous working pressures or meet personal and family needs irrespective. Secondly, employees hoped that enterprise can provided adequate induction and training for them, in order to make full use of their own abilities. The viewpoint relating to the psychological contract suggests that employees further expect the enterprise should provision of a comfortable and safe work environment. The final expectation of employees is that the employer can guaranteed the job security of employees even though the economic are in recession. Above of all, employees and employer both sides are in a fully equal status, both of them should try their best to understand and satisfied each other expectation through mutual communication in order to creating a good working environment.

Psychological contract seen as the multi-through-transport between employees and employers, it is essential for the enterprises to establish psychological contract with employees. Psychological contract is essentially a management method focus on the human, different from the rigid management, which emphasize the rules and regulations. According to Coyle-Shapiro and Kessler (2000, P 7), they make a hypothesis that “Fulfilment of the psychological contract by the employer will have a positive effect on employees’ perceived organization support and employees’ commitment to the organization” If employees can experience the spiritual encouragement and material reward from the enterprises, which are tally with the expectation of employees, as result of this, employee will enhance the perceived organization support and the commitment that the employee make to the organization, and in return the employees will try their best efforts to achieve organizational expectations.

Furthermore, psychological contract can give full play to the initiative and positive attitude of employees. The intangible existence of psychological contract between employees and employers, which can give full scope to the subjective initiative of employees and avoid the communication obstacles and low productivity because of the information asymmetry. On the contrary, if enterprises live without the implication of psychological contract, the consequences have been predictable. Beardwell and Claydon suggest that lose or violate the psychological contract between employees and employers, “employee will feel angry at the apparent unilateral breaking of the psychological contract and at the same time insecure, having lost trust in the organization, commitment is reduced, with motivation, morale and performance being adversely affected” This will lead to the enterprises get into the dangerous state, thereby affect the initiative of employees and the...

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