The psychological contract refers to the unwritten expectations and obligations that exist between an employer and employee, beyond the formal terms of their employment contract. When these expectations and obligations are not met, it can lead to a psychological contract violation.
A psychological contract violation occurs when an employee perceives that their employer has failed to fulfill their obligations or expectations. This can include factors such as not fulfilling promises made during the hiring process, not providing adequate training or support, or not recognizing an employee`s contributions to the organization.
These violations can have a significant impact on employee motivation, job satisfaction, and commitment to the organization. When employees feel that their employer has not fulfilled their side of the psychological contract, they may become disillusioned and disengaged, leading to decreased productivity and potentially even employee turnover.
It is important for employers to be aware of the potential for psychological contract violations and take steps to prevent them. This can include clearly communicating expectations and obligations during the hiring process, providing regular feedback and recognition to employees, and creating a positive work environment that values and respects employees.
In addition, employers should be prepared to address psychological contract violations when they occur. This can involve actively listening to employee concerns, acknowledging any mistakes or failures, and taking concrete steps to address the issue and rebuild trust with the impacted employee.
In summary, a psychological contract violation can have significant negative impacts on both employees and organizations. By being aware of the potential for these violations and taking proactive steps to prevent and address them, employers can create a positive work environment that fosters employee loyalty, productivity, and long-term success.