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Changes in a psychological contract ...

Kim, Min-Soo.

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Changes in a psychological contract after a layoff: Effects of layoffs on future employment in Korea.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Changes in a psychological contract after a layoff: Effects of layoffs on future employment in Korea./
作者:	Kim, Min-Soo.
面頁冊數:	265 p.
附註:	Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3255.
Contained By:	Dissertation Abstracts International63-09A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3063430
ISBN:	0493823085

Changes in a psychological contract after a layoff: Effects of layoffs on future employment in Korea.
Kim, Min-Soo.

Changes in a psychological contract after a layoff: Effects of layoffs on future employment in Korea. - 265 p.

Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3255.

Thesis (Ph.D.)--University of California, Berkeley, 2002.

My dissertation evaluates the effect of layoffs on psychological contract, which is an unwritten agreement that individuals form based on their beliefs concerning the terms of an exchange agreement with their employer. This implicit agreement draws a set of perceived obligations for both the employee and the employer. Layoff is often regarded by the affected employees as a serious violation of their contracts. The violation may trigger a reevaluation of the obligations that make up the contract, resulting in a change in the focus and scope of those obligations. Based on cross-sectional and longitudinal data in Korea, I examined the changes in the psychological contract with their future employers after the layoffs. I also examined the influences of (1) Individual differences (Individualism vs. Collectivism, Big Five, and Dispositional affect); (2) Characteristics of layoff (Attribution and Fairness); and (3) Length of job search on the contract reevaluation process. I also explored the cultural influence on the creation and reevaluation of psychological contract. The results point out that Koreans use "Individual/Organizational Obligations" dimension (e.g. whether the obligations are individual-focused or organization-focused) to form the psychological contracts with their employers, while "Transactional/Relational Obligations" dimension is usually found in America. The results also indicate that, in building a new psychological contract with future employer, layoff victims increase their expectations of responsibilities from their subsequent employers in exchange for the higher commitment to them. Job search period and collectivism were found to have positive relations to the change in employer's obligations. A theoretical model of the layoff effect on psychological contract with future employer is tested.

ISBN: 0493823085Subjects--Topical Terms:

626628
Business Administration, Management.

Changes in a psychological contract after a layoff: Effects of layoffs on future employment in Korea.
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520 $a My dissertation evaluates the effect of layoffs on psychological contract, which is an unwritten agreement that individuals form based on their beliefs concerning the terms of an exchange agreement with their employer. This implicit agreement draws a set of perceived obligations for both the employee and the employer. Layoff is often regarded by the affected employees as a serious violation of their contracts. The violation may trigger a reevaluation of the obligations that make up the contract, resulting in a change in the focus and scope of those obligations. Based on cross-sectional and longitudinal data in Korea, I examined the changes in the psychological contract with their future employers after the layoffs. I also examined the influences of (1) Individual differences (Individualism vs. Collectivism, Big Five, and Dispositional affect); (2) Characteristics of layoff (Attribution and Fairness); and (3) Length of job search on the contract reevaluation process. I also explored the cultural influence on the creation and reevaluation of psychological contract. The results point out that Koreans use "Individual/Organizational Obligations" dimension (e.g. whether the obligations are individual-focused or organization-focused) to form the psychological contracts with their employers, while "Transactional/Relational Obligations" dimension is usually found in America. The results also indicate that, in building a new psychological contract with future employer, layoff victims increase their expectations of responsibilities from their subsequent employers in exchange for the higher commitment to them. Job search period and collectivism were found to have positive relations to the change in employer's obligations. A theoretical model of the layoff effect on psychological contract with future employer is tested.
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