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Der psychologische Vertrag – die implizite Seite des Personalmanagements

Der psychologische Vertrag – die implizite Seite des Personalmanagements
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Year:    2011

Author:    Huf, Stefan

Der Betriebswirt, Vol. 52 (2011), Iss. 4 : pp. 25–30

Abstract

The employment relationship is not only based on a legal contract, but also on a mutual exchange of perceived promises and obligations between employee and employer – the psychological contract. Although the origins of the concept are rooted already in the nineteen-sixties, it has just recently evolved into a ‘fashionable’ framework and a mature phase in the development of the concept has been reached. Nevertheless several critiques of the psychological contract have also appeared, limitations remain and conceptual shortcomings require development. To point out those theory inherent disputes is a major purpose of the paper. Furthermore a conceptualization of the psychological contract is offered. It shows that the psychological contract is a concept that captures a fundamental behavioral force of employers and employees throughout the whole duration of the employment and the entire set of HRM-practices.

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Journal Article Details

Publisher Name:    Global Science Press

Language:    German

DOI:    https://doi.org/10.3790/dbw.52.4.25

Der Betriebswirt, Vol. 52 (2011), Iss. 4 : pp. 25–30

Published online:    2011-11

AMS Subject Headings:    Duncker & Humblot, Deutscher Betriebswirte-Verlag GmbH

Copyright:    COPYRIGHT: © Global Science Press

Pages:    6

Keywords:    psychologischer Vertrag Personalmanagement

Author Details

Huf, Stefan

  1. Wirtschaftspsychologische Grundlagen für Personalmanagement

    Siebte Station des Personalmanagements: Personalfreisetzung

    Treier, Michael

    2019

    https://doi.org/10.1007/978-3-662-58734-8_11 [Citations: 0]

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Section Title Page Action Price
Stefan Huf: Der psychologische Vertrag – die implizite Seite des Personalmanagements 1
Summary 1
1 Einleitung 1
2 Theorieimmanente Kontroversen und Inkonsistenzen 1
2.1 Juristischer und psychologischer Vertrag 2
2.2 Arbeitnehmerseitige und arbeitgeberseitige Erwartungen 2
2.3 Individuelles oder kollektives Deutungsmuster 3
2.4 Einhaltung oder Bruch als Norm 4
3 Kennzeichen des psychologischen Vertrags 5
Literatur 5
Endnotes 6