Psychological contract is related toa)job-person fitb)role-person fitc)organisation-person fitd)None of the aboveCorrect answer is option 'D'. Can you explain this answer?

Question

Answer

Psychological contract is a deep and varied concept and is open to a wide range of interpretations and theoretical studies. Primarily, a psychological contract refers to the relationship between an employer and its employees, and specifically concerns mutual expectations of inputs and outcomes.
Hence, option d is correct.

Answer

Psychological contract is a deep and varied concept and is open to a wide range of interpretations and theoretical studies. Primarily, a psychological contract refers to the relationship between an employer and its employees, and specifically concerns mutual expectations of inputs and outcomes.
Hence, option d is correct.

Answer

Psychological contract refers to the unwritten expectations and obligations that exist between an individual employee and their employer. It encompasses the beliefs, perceptions, and promises that employees hold about their employment relationship. The psychological contract is a conceptual framework that helps to understand the mutual expectations and obligations between employees and organizations.

The psychological contract is not directly related to job-person fit, role-person fit, or organization-person fit. Let's understand each of these concepts in more detail:

1. Job-person fit: Job-person fit refers to the compatibility between an individual's skills, abilities, and personality traits, and the requirements of a specific job. It focuses on the match between an individual's characteristics and the demands of the job. It does not capture the broader expectations and obligations that are part of the psychological contract.

2. Role-person fit: Role-person fit refers to the match between an individual's role within an organization and their personal traits, values, and preferences. It emphasizes the alignment between an individual's characteristics and the expectations and responsibilities associated with their role. While role-person fit is important for individual performance and satisfaction, it does not encompass the broader psychological contract.

3. Organization-person fit: Organization-person fit refers to the compatibility between an individual's values, goals, and expectations, and the culture, values, and goals of the organization. It focuses on the congruence between an individual's personal attributes and the characteristics of the organization. While organization-person fit is crucial for individual organizational commitment and engagement, it does not capture the complete nature of the psychological contract.

The psychological contract, on the other hand, encompasses a wider range of expectations and obligations that are unique to each individual-employer relationship. It includes factors such as job security, career development opportunities, work-life balance, trust, and fairness. It is influenced by both explicit and implicit promises made by the organization, as well as the individual's beliefs and perceptions about their role and the employment relationship.

In conclusion, the psychological contract is distinct from job-person fit, role-person fit, and organization-person fit. It represents the unwritten expectations and obligations that exist between an individual employee and their employer.

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