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Dergiler / Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi / 2007 / Cilt: 8 - Sayı: 1

Psikolojik Sözleşmelerin Oluşumu, Gelişimi ve İhlalinde Toplu ve Bireysel Sözleşmelerin Rolü

Leman BİLGİN
Sayfa
—
Yayın Tarihi
2007-03-01
DOI
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⚡ TL;DR(1 Cümlede Hızlı Çıkarım)

Yet, as idiosyncratic deals are not permitted in collective contraclS. organizational justice (equality-based distributive justice) perceptions may be higher in workplaces where employment relationship is

📌 3 Maddede Bu Makale

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Amaç & Hipotez:the promises and obligations between the parties. the union going between, increases the probability of psychological contract violation by hindering the mutuality in perceiving the promises and obligations.
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Temel Bulgular & Veri:the promises and obligations between the parties. the union going between, increases the probability of psychological contract violation by hindering the mutuality in perceiving the promises and obligations.
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Sonuç & Katkı:Yet, as idiosyncratic deals are not permitted in collective contraclS. organizational justice (equality-based distributive justice) perceptions may be higher in workplaces where employment relationship is
🔬Tür:Araştırma Makalesi
📍Kapsam:Genişletilmiş Akademik Örneklem
⚙️Değişkenler:Psychological contracts. collective contracts. individual contracts

Abstract

the promises and obligations between the parties. the union going between, increases the probability of psychological contract violation by hindering the mutuality in perceiving the promises and obligations. Yet, as idiosyncratic deals are not permitted in collective contraclS. organizational justice (equality-based distributive justice) perceptions may be higher in workplaces where employment relationship is

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Bu Makaleye Atıf Yap

BİLGİN, L. (2007). Psikolojik Sözleşmelerin Oluşumu, Gelişimi ve İhlalinde Toplu ve Bireysel Sözleşmelerin Rolü. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, Cilt: 8 - Sayı: 1. https://ajindex.com/articles/230739

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Kaynakça (4)

  1. Adams, J. S. (l963). Towards An Understanding ol' lnequity, Journal af' Abnormal and Social Psırc'lıologr, 67, 422—436. Berger, C.J. Olson, C.A. & Boudreau, J.W. ( 1983). Effects ofUnions on.lob Satisfaction: The Role of Work-Related Values and Perceived Rewards. Organimfional Behavior and Human Performance, 26(2). 280-324.
  2. Conway, N. & Briner, R. (2002).A Daily Diary Study of Affective Responses to Psychological Contract Breach and Exceeded Promises. Jonrnal ofOrganianlonal Behavior, 23. 287-302. Coyle—Shapiro, J. & Kessler, ]. (2000).Consequcaecs ofthe Psychological Contract for the Employment Relationship: A Large Scale Survey. Journal ofMmmgwnen Studies; 37, 903-930. Dahos, (]. E. & Rousseau, l). M. (2004). Mutuality and Reciprocity in the Psychological Contracts of Employees and l-z'mployers. Journal of" Appliedr P.s'_t‘c.'liologi', 8% l ), 52-72.
  3. Davis-Blake, A., Brosclıak, J.P. & George, E. (2003). Happy 'l‘ogether'şlow lsing Nonstandard Workers Affects Exit. Voice. and Loyalty Among Standard Employees. Academy o/Managcnmn Journal. 46(4). 475—485. De Vas, A., Buyens, D. & Sclıalk, R. (2003). Psychological Contract Development During Organizational Socialization: Adaptation to Reality and the Role ol' Reciprocity, Janrnal af' Organizational Behavior; 24(5). 5374548. Dick. P. (200(3). 'l'he Psychological Contract and the Transition from Full to Part—Time Police Work. Journal af'fh'gantaliaaal Behavior: 27. 37—58. Eden,. D. (1991). Applying Impression Management to Create Productive Sen”—fulfilling Prophecy at Work. İçinde R.A. Giacalonc and P. Roscnl'eld [l)el'.)/lpplit’ıl impression Management: Hoir image- Maı'n'ng Allavi/f llflanagerial l)et':i.5'irni.s' (ss. 3—40). Newbury Park. California: Sage. Guest,]LE. (2004). The Psychology ol'tlıc Employment Relationship: An Analysis Based on the Psychological Contract, Applied Psyelmlogr: An lnternaiicnral Review. 53(4). 541-555. Guest,D. & Conway, N. (2002). Communicating the Psychological Contract: An Employer Perspective. Hinnnn Resource Management Journal. 2. 22-38. (quzo, RA. & Noonaıı. KA. (1994). Ilumun Resource Practices As Communications and the Psychological Contract. Hnninn Resource Mnnngenienf. 33(3), 447-462.
  4. Gunnigle, P., Turner. T. & D’Art, D. (1998). C'otınterpoising C'ollectivisnı: Performanee-Related Pay and Industrial Relations in GreenŞeld Sites. British Journal oflınlnslrinl Relations, 36. 565—579. Herı'iot, P., Manning, W.E. & Kidd. J. M. (1997'). The Content ol' the Psychologic