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Psychological contract formation is a process whereby the employer and the employee or prospective employee develop and refine their mental maps of one another. According to the outline of phases of psychological contract formation, the contracting process begins before the employment itself and develops throughout the course of employment.
A standard form contract (sometimes referred to as a contract of adhesion, a leonine contract, [a] a take-it-or-leave-it contract, or a boilerplate contract) is a contract between two parties, where the terms and conditions of the contract are set by one of the parties, and the other party has little or no ability to negotiate more favorable terms and is thus placed in a "take it or leave it ...
Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its psychological contract of work-related promises, [1] and is generally thought to be the organization's contribution to a negative reciprocity dynamic, as employees tend ...
Psychologists and other mental health professionals use various versions of the MMPI to help develop treatment plans, assist with differential diagnosis, help answer legal questions (forensic psychology), screen job candidates during the personnel selection process, or as part of a therapeutic assessment procedure. [3]
In organizational psychology, economics and business an incentive system denotes a structure motivating individuals as part of an organization to act in the interest of the organization. [ 1 ] A fundamental requirement of creating a working incentive system for individuals and the organization is understanding human behavior and motivators of ...
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The standardized service contract is a software design principle [1] applied within the service-orientation design paradigm to guarantee that service contracts [2] within a service inventory [3] (enterprise or domain) adhere to the same set of design standards. [4] This facilitates standardized service contracts across the service inventory. [5]
A fundamental feature of the psychological contract is that like cognitive schemata generally, the contract, once established, is relatively resistant to change. Psychological contracts when first formed tend to be incomplete since fully understanding or anticipating the demands in an ongoing employment arrangement may be unrealistic.