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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.
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The template here refers to instruments used for psychological and psychiatric evaluation. You may find it helpful while reading or editing articles and templates to look at a bibliography of Intelligence Citations , posted for the use of all Wikipedians who have occasion to edit articles on human intelligence and related issues.
Psychological Capital Questionnaire (PCQ): The original and validated form of the PCQ. It can be used as a self-assessment and a multi-rater assessment, meaning that the assessment considers the target individual's self-assessment alongside the assessments from others who rate the target individual's PsyCap.
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 ...
Goofspiel (also known as The Game of Pure Strategy, GOPS or Psychological Jujitsu [1]) is a card game for two or more players. It was invented by Merrill Flood while at Princeton University in the 1930s, [ 2 ] and Alex Randolph describes a similar game as having been popular with the 5th Indian Army during the Second World War.
Workplace deviance may be viewed as a form of negative reciprocity. "A negative reciprocity orientation is the tendency for an individual to return negative treatment for negative treatment". [ 3 ] In other words, the maxim "an eye for an eye" is a concept that some employees strongly feel is a suitable approach to their problem.
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