Psychological contract as a structure for explaining career commitment and career advancement: A Research Agenda

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Published: 2020-01-30
Authors

Shikha Arora

DOI: https://doi.org/10.65301/aimt.2020.9.I.II.733

Issue

Vol. 9 No. I and II (2020): Jan - Dec

Section

Articles
Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

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Abstract

In the fast-changing turbulent business environment the term psychological contract has been viewed differently by research scholars. Conventionally loyalty to an organisation and continuance commitment were seen as important dimensions for career growth and advancement. But in the changing context, employment relationships are changing where the responsibility of career growth is viewed as the responsibility of an individual employee. There are two important related aspects, first is whether with an increased focus on selfserving individual career management strategies, does the concept of psychological contract still hold good and second is how the emerging psychological contract has changed in its essence in terms of the elements constituting it. In the background of the changed Psychological Contract, understanding the linkage between the Psychological Contract, Career Commitment and Career Advancement of employees in order to bring about a conceptual structure tounderstand these interrelationships becomes imperative. 

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