mutual adjustment of psychological contracts between organization and its employees
| Project/Area Number |
24730313
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| Research Category |
Grant-in-Aid for Young Scientists (B)
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| Allocation Type | Multi-year Fund |
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| Research Field |
Business administration
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| Research Institution | Yokohama National University (2013-2014)
Shiga University (2012) |
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Principal Investigator |
HATTORI Yasuhiro 横浜国立大学, 国際社会科学研究院, 准教授 (70560150)
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| Project Period (FY) |
2012-04-01 – 2015-03-31
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| Project Status |
Completed (Fiscal Year 2014)
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| Budget Amount *help |
¥2,860,000 (Direct Cost: ¥2,200,000、Indirect Cost: ¥660,000)
Fiscal Year 2014: ¥1,040,000 (Direct Cost: ¥800,000、Indirect Cost: ¥240,000)
Fiscal Year 2013: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2012: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
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| Keywords | 心理的契約 / 契約デザイン / 採用 / 心理的契約不履行の効果のバリエーション / 契約不履行の効果のバリエーション / 心理的契約のデザイン / 募集 / 選抜 / 組織社会化 / 心理的契約の調整 / 調整 / 契約不履行 |
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| Outline of Final Research Achievements |
The psychological contract binds together individuals and organizations. It makes their actions predictable. The aim of this research was is to conduct researches and develop a set of propositions that can guide future research on the dynamics of psychological contracts. This research found that (1) there is a serious gap between Japanese employees and its employer in their mutual expectations, and (2) explicitness of mutual expectation in recruitment and selection phase do moderate the relationship between this gap and its negative consequences. (3) Their adjustment in psychological contracts is caused either by organizational changes and by individual changes (for example, entering a new phase in life). And finally, (4) recruitment and selection phase is its critical importance in building well-adjusted psychological contract.
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Report
(4 results)
Research Products
(23 results)
