AN IMPORTANT PHENOMENON IN ORGANIZATIONS: PSYCHOLOGICAL CONTRACTING

Year 2010, Volume: 6 Issue: 11, 1 - 16, 01.06.2010

Necmettin Cihangiroğlu Bayram Şahin

Abstract

Increasing competition, changing market conditions, developing technology, new management concepts, advancing educational level and other factors similar to these make the structures of the institutions more complicated and as a result of this process, employees are alienated from both themselves and their jobs and their belonging to the organization, administrator of the organization and their colleagues decays. As a result of this alienation, a considerable number of leave their job or show bad performance or omit their works or even show aggressive behaviors. The organization administrators, with unsatisfied expectations from their employees, try to ensure the organizational dependence of their personnel in different ways. At this point, a kind of contract that is not written or verbal but has important positive or negative effects on written or verbal contract emerges: Psychological Contract. Psychological Contract can be defined as a contract which is non-verbal, covered. It is expected to give and take from/to the other by both sides i.e. the person and the organization. Currently, it is an important phenomenon for the organizations

Keywords

Psychological Contract, Organizational Commitment

ORGANİZASYONLARDA ÖNEMLİ BİR FENOMEN: PSİKOLOJİK SÖZLEŞME

Abstract

Artan rekabet, değişen piyasa koşulları, gelişen teknoloji, yeni yönetim anlayışları, eğitim seviyesinin yükselmesi gibi faktörler, kurumların yapılarını iyice karmaşıklaştırmakta, bunun sonucunda da çalışanlar hem kendilerine hem de işlerine yabancılaşmakta, örgüte, örgüt yöneticilerine ve çalışma arkadaşlarına olan bağlılıkları azalmaktadır. Bu yabancılaşma sonucunda, çalışanların azımsanmayacak bir bölümünün, ilk bir-iki yıl içerisinde kurumlarından ayrıldıkları ya da ayrılmasalar bile düşük performans sergiledikleri, işlerini sabote ettikleri hatta saldırgan davranışlar içine girdikleri gözlenmektedir. Beklentilerinin karşılanmadığını gören organizasyon yönetimleri de, çalışanlar ile ilgili çeşitli arayışlar içine girerek, örgütsel bağlılığı temin etmeye yönelmektedirler. İşte bu noktada; sözlü ve yazılı olmayan ancak sözlü ve yazılı sözleşmeler üzerinde olumlu ya da olumsuz ciddi etkileri olabilen bir sözleşme türü ortaya çıkmaktadır: Psikolojik Sözleşme. Kişi ve içinde bulunduğu örgüt arasında sözle ifade edilmeyen, kapalı, tarafların iş ilişkileri içerisinde birbirlerine vermeyi ve birbirlerinden almayı bekledikleri psikolojik yönü bulunan anlaşma olarak tanımlanan psikolojik sözleşme, örgütler için önemli bir fenomen haline gelmiştir.

Keywords

Psikolojik Sözleşme, Örgütsel Bağlılık

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