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Psychological contract formation is a process whereby the employer and the employee or prospective employee develop and refine their mental maps of one another. According to the outline of phases of psychological contract formation, the contracting process begins before the employment itself and develops throughout the course of employment.
Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its psychological contract of work-related promises, [1] and is generally thought to be the organization's contribution to a negative reciprocity dynamic, as employees tend ...
Workplace deviance is also closely related to abusive supervision. Abusive supervision is defined as the "subordinates' perceptions of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors". [3]
An often used example is "putting a gun to someone's head" (at gunpoint) or putting a "knife under the throat" (at knifepoint or cut-throat) to compel action under the threat that non-compliance may result in the attacker harming or even killing the victim.
An example given in an article on POS was about police officers. The police officers who needed more "approval, esteem, emotional support, or affiliation" [7] issued more speeding tickets and arrested more people for driving under the influence when their POS was high. Accordingly, strain is affected by POS.
Psychological Contract Theory (PCT) also provides a basis for developing shared understandings in employment. It also addresses how to more effectively change the nature and terms of psychological contracts. [5] PCT recognized the existence of cognitive schema or mental models that employees and employers use in interacting with each other. The ...