Psühholoogiline kokkulepe töötaja ja tööandjaga võib paljudele “ratsionaalse” meelelaadiga juhtidele tunduda esoteerilise ja vähetähtsana. Ometi on sellised kokkulepped alati “kohal” isegi siis, kui püüda neid vältida.

“For human resource development (HRD) practitioners, in particular for organization development, it is critical rewarding employee’s effort based on the application of fair and equitable principles. […] previous research has confirmed that employees respond with positive reactions, such as job satisfaction and commitment, when employers keep their promises. […] researchers increasingly focus on employees’ comprehensive evaluation of their employment relationship through PC violation and justice perceptions […] our study proved the mediating sequential effects of both PC violation and justice perceptions as valid patterns of relationship with PC fulfillment, highlighting the value of social exchange indicators into the process. Our results indicate that the detrimental reactions of PC violation are an important element in the employment exchange relationship. Furthermore, we show the extent that employees’ perceptions of overall justice in organizational settings are used as an indicator of the PC balance over time.”

Estreder, Y., Tomás, I., Ramos, J., & Gracia, F. J. (2021). It is hard to forget what comes around: Time‐lagged effects of employers’ non‐fulfillment of psychological contract. Human Resource Development Quarterly.

Kui on sügavam huvi, siis …

Sügavama huvi korral psühholoogilise kokkuleppe rikkumise mõjudest ja tähendusest organisatsiooni, võib lugeda siit artiklist: Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: A model of how psychological contract violation develops. Academy of management Review, 22(1), 226-256.