فایل ورد کامل قراردادهای روانشناختی برای کارمندان کلیدی: تاثیر شخصیت مدیر بر خلاقیت و تحقق اهداف

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تعداد صفحات این فایل: ۶ صفحه

بخشی از مقاله انگلیسیعنوان انگلیسی:Psychological contracts for key employees: Manager personality can enhance creation and fulfillment~~en~~

Psychological contracts at

work To this end, managers have an important part to play. A key feature of their role is to help entice, develop and retain talent. They additionally act as the company’s agent in establishing the psychological contract (PC) that is sometimes created between the employer and an individual worker.

Psychological contracts reflect certain obligations the company makes to an employee. Managers act to facilitate these agreements that often involve both explicit and implicit pledges. Their profound understanding of the employer perspective makes them ideal for this function.

Perhaps the most vital aspect is ensuring that the conditions of a PC are fulfilled. When an employer meets these obligations, the impact is invariably positive. Workers identify more closely with the organization and their dedication and loyalty rise accordingly. The reverse is equally true though. Perceived failure to deliver on promises leads to disengagement and an increased likelihood of leaving the firm.

It is common for PCs to contain both transactional and relational aspects. The former are regarded as the foundation and include such as financial exchanges between the company and the employee. Transactional elements are short-term in nature.

An increased longer-term orientation and a greater focus on emotional facets of the relationship makes contracts more relational. These features are significant in that they are:

customized for each employee to some extent;

included at the manager’s discretion; and

are likelier to be influenced by manager personality when compared with the PCs incorporating those which are largely transactional.

The importance of manager personality dimensions

Previous work has largely ignored the significance of manager personality in this context. However, a strong possibility exists that the factor is highly influential in determining PC’s content and whether or not the obligations are fulfilled. The importance of manager’s personality is assumed to increase as a contract becomes more relational. The so-called Big Five personality dimensions are regarded as potentially most influential. Managers are more prone to affect PCs when they demonstrate:

Agreeableness: Individuals who rate highly in this characteristic care for others and are enthusiastic about helping them. Interaction comes naturally too, so it is normal for strong personal associations to develop. Agreeable managers better understand individual employee needs and will usually strive to meet them. As relationships are highly valued, it is perhaps reasonable to infer that such managers will be determined to ensure that PC promises are upheld.

Conscientiousness: Reliability and sound organizations are among the manifestations of this personality dimension. Sound planning, organization and execution of tasks are further signs of its existence. Managers who are conscientious are more prone to achieve goals at work and adopt a firm emphasis in the longer term. Evidence additionally suggests a propensity toward relational PCs and a steely determination to fulfill them.

Extraversion: People strong in this trait are typically friendly and sociable. An eagerness to please others is also a feature, implying manager’s willingness to offer favorable PC terms to their subordinates. Being outgoing also enables them to gain early insight into any problems that might prevent obligations being met. That they are disposed to satisfy employees should guarantee firm efforts on their part to prevent any breach of PC terms. However, one danger is that their optimistic outlook and trust in others might impair their ability to recognize when a violation is possible.

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