Publication: The effect of communication in the reduction of violation in psyhological contracts
Abstract
Ekonomi ve teknolojideki son değişimler ile beraber nitelikli ve esnek işgörenlere artan talep, kurumların en iyi işgöreni kendilerine çekerek bünyelerinde tutma yönündeki çabalarını arttırmıştır. Ancak, kurumda göreve başlayan işgörenler kendilerine işe alım aşamasında verilen sözlerin yerine getirilmediği duygusuna kapılarak hayal kırıklığı ve tatminsizlik yaşayabilmektedir. Kişilerin sahip olduğu bu inanç ve beklentiler setine “psikolojik sözleşme” adı verilmektedir. Kişilerin kurumdan beklentileri ile kurumun bunları karşılama oranı arasındaki fark dayanılmayacak kadar fazla ise, kişiler kuruma bağlılıklarını azaltabilmekte, hatta işten ayrılma kararı bile verebilmektedir. Bu çalışmanın hipotezi işgören ve kurum arasında her aşamada sağlıklı bir iletişim kurulmasının bu beklenmedik sonuçların meydan gelme ihtimalini azaltacağıdır. Öncelikle, sözleşmelerin ve psikolojik sözleşmelerin tarihçesini ele alan literatür taramasını takiben ihlal algısı hakkında detaylı bir çalışma yapılmıştır. İnsan Kaynakları Yönetimi üzerindeki etkileri de gözönünde bulundurularak; iletişim, psikolojik sözleşme ihlal algısına çözüm olarak önerilmiştir. Tezin son kısmı araştırmaya ayrılmış olup işgörenler açısından psikolojik sözleşmelerin en önemli maddeleri ve kurumlar tarafından bu maddelerin ne kadar karşılandığı ortaya çıkarılmaya çalışılmış, ayrıca iletişimin psikolojik sözleşme ihlal algısının azaltılmasında nasıl bir etkisi olabileceği ele alınmıştır.
Organization’s struggle to attract and retain the best employees to the organization has been intensified with the recent developments in economics and technology, which necessitated high skilled and flexible workers to be able to remain competitive in the market. However, individuals attracted to the organization may sometimes experience dissillusionment and dissatisfaction since what they believe they were promised during recruitment may not have been provided adequately. This set of beliefs and expectations that the individuals hold are called “psychological contracts”. If the discrepancy between their expectations and the organization’s fulfillment is too great to bear, the individuals may decrease their commitment to the organization, or in most severe cases, quit the job. This paper hypothesizes that healthy communication in every stage of the interaction between the employee and the organization may decrease the likelihood of such undesired consequences. First, literature review is provided detailing the history of contracts and psychological contracts, followed by a detailed study upon their perceived violation. With implications on Human Resources Management, communication is offered as a remedy for the perception of psychological contract violations. The last section of the thesis is reserved for research, aiming at discovering the most important items of psychological contracts for employees and how well they are met by the organization, also showing how communication has an effect on reducing perceptions of contract violation.
Organization’s struggle to attract and retain the best employees to the organization has been intensified with the recent developments in economics and technology, which necessitated high skilled and flexible workers to be able to remain competitive in the market. However, individuals attracted to the organization may sometimes experience dissillusionment and dissatisfaction since what they believe they were promised during recruitment may not have been provided adequately. This set of beliefs and expectations that the individuals hold are called “psychological contracts”. If the discrepancy between their expectations and the organization’s fulfillment is too great to bear, the individuals may decrease their commitment to the organization, or in most severe cases, quit the job. This paper hypothesizes that healthy communication in every stage of the interaction between the employee and the organization may decrease the likelihood of such undesired consequences. First, literature review is provided detailing the history of contracts and psychological contracts, followed by a detailed study upon their perceived violation. With implications on Human Resources Management, communication is offered as a remedy for the perception of psychological contract violations. The last section of the thesis is reserved for research, aiming at discovering the most important items of psychological contracts for employees and how well they are met by the organization, also showing how communication has an effect on reducing perceptions of contract violation.