Foshan Science and Tecnology College, Foshan 528225, China.
J Environ Public Health. 2022 Aug 31;2022:4798768. doi: 10.1155/2022/4798768. eCollection 2022.
An implicit agreement between people and organizations is known as a psychological contract. It represents what each party anticipates from the other in terms of giving and receiving. The psychological contract theory has forced ideological and political educators to adapt their ideas and develop new teaching strategies. The psychological expectations of the educatees can be fully mobilized and the value orientation of both sides tends to be consistent through the creation of a strong psychological contract between the educators on both sides, which will help to increase the efficacy of ideological and political education. There is theoretical and empirical support for the organizational remedy after a psychological contract breach. Student work is intended to meet the individual needs of students or the needs of society, resulting in two completely distinct values, namely, values based on individuals and values based on societies. Students' work in the new era should be a harmonious blend of personal values and social values. In the study, students' work values fluctuated about 70% of the time, and psychological contracts had a significant impact on those work values. In the past 50 years, the psychological contract theory has seen the development and refinement of its theoretical framework, the clear definition of its content and organizational principles, the behavior research following psychological contract rupture and breach, the establishment and compensation of psychological contracts, and more. The process of organization management has benefited from the continuous concretization and expansion of its application field as a management theory and method.
人们与组织之间的隐性协议被称为心理契约。它代表了每一方在给予和接受方面对另一方的期望。心理契约理论迫使思想政治教育工作者转变观念，制定新的教学策略。通过在双方教育者之间建立强有力的心理契约，可以充分调动受教育者的心理期望，使双方的价值取向趋于一致，从而有助于提高思想政治教育的效果。心理契约破裂后进行组织补救有理论和经验支持。学生工作旨在满足学生的个人需求或社会的需求，从而产生两种完全不同的价值观，即基于个人的价值观和基于社会的价值观。新时代学生的工作应该是个人价值观和社会价值观的和谐融合。在研究中，学生工作价值观有 70%左右的时间在波动，心理契约对这些工作价值观有显著影响。在过去的 50 年里，心理契约理论见证了其理论框架的发展和完善，其内容和组织原则的明确界定，心理契约破裂和违背后的行为研究，心理契约的建立和补偿等等。作为一种管理理论和方法，其应用领域的不断具体化和扩展使组织管理过程受益。
