Psychological contracts

The paper outlines the research results on (i) standard form contracts in general and standard form contract in the financial and banking sectors in particular which takes into account behavioral economics factors of consumer psychology; (ii) Vietnamese law on controlling standard form contracts in the financial and banking sectors and some shortcomings;

15p viindra 06-09-2023 4 4   Download

Part 1 book "A handbook of human resource management practice" includes content: Human resource management, human capital management, role of the HR function, the role of the HR practitioner, role of the front-line manager, international HRM, strategic HRM, competency-based HRM, developing and implementing HR strategies, knowledge management, the nature of work, the psychological contract, the employment relationship, characteristics of people, organizational commitment and engagement.

575p oursky03 21-08-2023 14 7   Download

Part 1 book "Handbook of industrial, work and organizational psychology (Volume 2 - Organizational psychology)" includes content: Productivity in organizations, work motivation, compensation systems in the global context, occupational stress: toward a more integrated framework, careers and career management, psychological contracts in employment, justice in organizations - theory, methods, and applications.

260p oursky01 24-07-2023 4 3   Download

Ebook Armstrong’s handbook of human resource management practice: Part 1 presents the following content: Part I Human resource management, Part II Human resource management processes, Part III Work and employment.

503p haojiubujain01 06-06-2023 6 2   Download

Nghiên cứu được thực hiện nhằm kiểm định mối quan hệ giữa cảm nhận về thực thi thỏa thuận tâm lý (psychological contract fulfilment), sự gắn kết tình cảm (affective commitment) và hành vi công dân của sinh viên (student citizenship behavior) của 231 sinh viên Khoa Du lịch, Trường Đại học Tài Chính – Marketing.

14p viginnirometty 04-05-2022 34 3   Download

Lecture Introduction to Business: Lesson 21. The main topics covered in this lesson include: reinforcement theory, human relations, job enrichment, job re-designing, management by objective (MBO), psychological contract, leadership, difference of communication in leadership styles,...

13p alucardhellsing 30-04-2022 19 1   Download

This chapter’s objectives are to: Describe the dimensions of positive individual behaviors and their impact on organizational performance; explain the characteristics of individual personalities and strength profiles; interpret how stress, deviance, and dysfunctional behavior manifest and negatively affect team and organizational performance;...

17p koxih_kothogmih6 23-09-2020 23 0   Download

This article discusses on the major conceptual parts of psychological contract which will include importance and significance of psychological contract, difference between psychological and employment contracts, types, causes and effects of breach and violation of the contract.

10p guineverehuynh 21-06-2020 16 2   Download

Chapter 18 - Employment relationship and career dynamics. In this chapter you will learn: discuss the different types of psychological contract, identify three types of trust in organisational settings, discuss the employment trends of employability and casual work, discuss the two primary functions of organisational socialisation, describe the stages of organisational socialisation, explain how realistic job previews and socialisation agents assist the socialisation process, describe the main features of holland’s theory of occupational choice,...

22p tangtuy04 16-03-2016 44 3   Download

Mediation and negotiation require similar skills and approaches:– a win-win outcome and removal of psychological blocks. Mediation involves two parties who jointly invite a third party to facilitate reaching an agreement. In some cases the mediator might need to understand contract law or to have access to comparative data. However, the principles of mediation require only that the facilitator is able to understand the objectives, beliefs and perceptions of the parties – and then facilitate mutual changes of position until the two parties can agree....

6p cafesua20112 05-04-2013 58 3   Download

The financial assets or financial liabilities arising from the deposit component are accounted for under IAS 39. The classification of the deposit component depends on the intention of the insurer or reinsurer, the definitions of the various IAS 39 categories and the underlying contractual requirements of the insurance contract. (Refer to chapter 14 for further discussion of the accounting treatment in terms of IAS 39.

43p bin_pham 06-02-2013 43 4   Download

all professional psychological work should be accurate and ethical. errors of omission or commission are likely to have serious repercussions in forensic psychological practice. in this setting, even small mistakes can lead to embarrassment, criticism, licensing board sanctions, and possible criminal charges as well as civil lawsuits. the devil is in the details. the forensic documentation sourc, 2nd ed.

284p crius75 09-01-2013 38 4   Download

The Psychologist’s Companion is intended for students as well as young professionals and writers at all stages of their careers seeking inspiration and guidelines for better scientific writing. This book is also a resource for researchers in related fields.

378p bachduong1311 10-12-2012 62 6   Download

As is the case with all of the volumes in this series, this book seeks to serve as a bridge between the vastly different worlds of psychology and psychiatry, and the law, and specifically to guide those boundary spanners — forensic mental health experts — who regularly set foot in both worlds at once. In this case, we turn to the civil law, which establishes a set of rights and duties that govern the daily business of life, and the manner in which citizens interact with one another.

0p loaken_1 15-11-2012 55 2   Download

This book is about the hidden, elusive motivations that cause capable employees to start questioning their decision to join your company, start thinking of leaving, eventually disengage, and finally, leave. The true root causes of voluntary employee turnover are hiding in plain sight. If we really think about it, we already know what they are: lack of recognition (including low pay), unfulfilling jobs, limited career advancement, poor management practices, untrustworthy leadership, and dysfunctional work cultures....

255p trungha 31-08-2009 107 36   Download