BUSI 2101 Lecture Notes - Lecture 1: Workplace Incivility, Social Exchange Theory, Job Satisfaction
22 Apr 2016
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The rst is credibility-what employees think about the management"s believability, competence, and integrity. At great workplaces, management goes out of its way to be believable by doing the following: sharing information broadly, accessibility to employees, willingness to answer hard questions, delivering on promises. The second major aspect of trust relates to what employees think management thinks about them. This is done in two main ways: showing recognition and appreciation, demonstrating personal concern. When individuals join an organization, they form an implicit or (less frequently) explicit, psychological contract with the organization. Psychological contracts are de ned as an individual"s beliefs, shaped by the organization, regarding the terms and conditions of a reciprocal exchange agreement between individuals and their organization. They refer to the mutual expectations employees and employers have of each other. Such contracts help predict both the type of outputs employers will get from employees as well as the rewards employees will receive for their efforts from the organization.
