In Pursuit of Impact: How research on the psychological contract can make the workplace better?
This article is the result of the collective work of 22 researchers and was produced following the academic conference on the Psychological Contract (SGM), which took place on the KEDGE Bordeaux campus in May 2023.
The authors of this article are convinced that research on the Psychological Contract (PC) can have a significant impact and improve the work environment, making it more sustainable and inclusive for both employees and employers.
Psychological contracts
They encompass the perceived, unspoken agreements between employees and employers regarding mutual expectations and obligations. This research is particularly important as it highlights how understanding and managing these contracts can lead to better job satisfaction, engagement, and overall organisational health.
The researchers argue that for the psychological contract to have a real impact, it must bridge the gap between theory and practice. This involves not only publishing academic articles but also actively engaging with practitioners, policymakers, and students to apply this knowledge in real-world contexts. In this way, research can influence the creation and maintenance of high-quality employment relationships that benefit both parties.
Contributions
One of the key contributions of the article is its emphasis on the role of an "ethics of care" in the workplace. This perspective encourages organisations to adopt a more compassionate and responsive approach in managing employee relations. It involves being attentive to employees' needs, acting responsibly, and fostering a caring and inclusive work environment. Integrating an ethics of care into psychological contract practices can help organisations navigate more effectively within a complex working world.
Practical implications
The practical implications of this research are extensive. For management schools and universities, integrating knowledge of the psychological contract into their programmes can better prepare students for workplace realities, equipping them with the knowledge and skills to effectively manage their own psychological contracts. For businesses, understanding and addressing psychological contracts can lead to a more motivated and engaged workforce, reducing turnover and fostering a positive organisational culture.
Additionally, the article emphasises the importance of considering the local and cultural contexts in which employment relationships are situated. Recognising and respecting these differences can help organisations tailor their practices to be more relevant and effective in diverse contexts.
In essence, the article calls for a collaborative effort among researchers, practitioners, and educators to leverage psychological contract research for practical purposes.
