State of Psychological Contract in India: Managing the ‘New Deal’

Agarwal, Promila

doi:10.1177/0972150915581107

Cited by 6 publications

(3 citation statements)

References 20 publications

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“…To understand whether the psychological contract is context bound or context free, in Asia, mostly microlevel factors such as personality traits and corporate culture (Zheng et al, 2017), perceptions of employee-employer obligations (Westwood et al, 2001;Agarwal, 2015;Agarwal & Gupta, 2018) and employees' reactions to downsizing (Arshad & Sparrow, 2010;Akhtar et al, 2016) have been examined. However, most microlevel psychological contract research lacks contextual underpinning, as it applies generic psychological contract constructs to various geographical samples.…”

Section: Micro Factors Impacting Psychological Contracts In Asiamentioning

confidence: 99%

An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda

Kutaula¹,

Gillani

Budhwar

2020

Human Resource Management Review

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Section: Micro Factors Impacting Psychological Contracts In Asiamentioning

confidence: 99%

An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda

Kutaula¹,

Gillani

Budhwar

2020

Human Resource Management Review

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“…The nature of the psychological contract often determines the employment decisions of an individual in play. The psychological contract affects elements like loyalty, commitment and engagement (Agarwal, 2015). The psychological contract varies from one generational cohort to another (Lub et al , 2016).…”

Section: Theme 3: the Shifting Psychological Contract Of The Gen Z Wo...mentioning

confidence: 99%

Fostering the sustainability of organizational learning: reviewing the role of Gen-Z employees

Pandita

Agarwal

Vapiwala

2023

ICT

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Purpose Organizations must be resilient to be agile and sensitive to numerous shifting situations due to the pandemic. There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. Therefore, the purpose of the present study is to explore how Gen Z’s competencies can be banked upon to foster organizational learning to sustain. Design/methodology/approach Considering the constantly changing scenario in business organizations and the growing need for organizational learning to sustain, the authors have conducted an extensive review of the literature to understand how to sustain organizational learning for and through Gen Z. An integrative secondary search was carried out for specific and relevant work on the topic. The authors have considered both empirical and qualitative studies in their review to highlight the various themes that emerge from the extant literature. Findings The study indicates that much of the knowledge and experience is filtered through a generational lens, and organizations must encourage the development of Gen Z employees through e-learning, psychological contract, intrapreneurship and reverse mentoring. Based on the findings, the authors have proposed an ICES model which unifies the above four factors. The proposed ICES model encompasses specific interventions of having an Integrated 360 degrees learning experience (I), Coaching leadership for enabling intrapreneurship (C), revamping EVP for Gen Z-specific psychological contract (E) and building a Skill-will inventory for reverse mentoring (S). Practical implications There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. This study will enable organizations to break down generational barriers, enhance organizational harmony, foster initiative and innovation and boost organizational performance through sustained organizational learning. Originality/value In view of the pandemic situation, organizations need to adapt not just their systems and processes but also to look for ways to engage their talent. The proposed ICES model will enable the sustainability of organizational learning for and through the Gen Z workforce by fostering individual development and organizational performance.

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“…Psychological contract is an individual perception and subjective, that an individual can have a unique experience regarding his or her exchange relationship with an employer (Rousseau, 1989). Psychological contract is dynamic, and sense of obligations and entitlements between employee and employer changes (Agarwal, 2015). The social exchange theory (Blau, 1964) describes dynamics of evolution of psychological contact, whereby employees seek to reduce indebtedness through reciprocation efforts directed to the source of the benefits (Greenberg, 1990; McNeely & Meglino, 1994).…”

Section: Literature Reviewmentioning

confidence: 99%

Role of Personality in the Formation of Psychological Contract

Agarwal

2017

Global Business Review

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The current research is aimed to investigate the association between personality and the formation of the psychological contract (PC) in India. A sample of 262 employees was used to test the hypotheses. The study provides the theoretical explanation beneath the association of personality and formation of the PC. It reveals how personality is associated with employee obligations and employer obligations. The findings have practical implications in managing the PC. The examination of the association of the PC (employee and employer obligations and fulfilment of obligations) and personality can have direct implications for human resource (HR) practitioners in managing their HR practices. The study adds to the theory of the PC by exploring one of the factors underlying the idiosyncratic nature of the PC.

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State of Psychological Contract in India: Managing the ‘New Deal’

Cited by 6 publications

References 20 publications

An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda

An analysis of employment relationships in Asia using psychological contract theory: A review and research agenda

Fostering the sustainability of organizational learning: reviewing the role of Gen-Z employees

Role of Personality in the Formation of Psychological Contract

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