Folie 1

1
(No Transcript)
2
1. Research Question

• How do the changes regarding organization, work
  and employment alter the bond between employees
  and the organization?

3
2. Theoretical Approach

1. Work relationship as an economic and social
   exchange process (Blau 1964)
2. The social norm of reciprocity as stabilizing the
   work relationship (Gouldner 1960 1984)
3. The psychological contract as concretizing the
   bond between an employee and his organization
   (Rousseau 1989 1995 2001)

4
3. Methodological Approach
Qualitative research design 4 extreme types
1
2
3
4
5
4. Findings Psychological Contract
Loyality due to a long-term relationship to stabilise the relationship
Independency from hierarchy from the contracting person
Professionalism Continuous task orientation Short-term focus on results

Personnel development As the organizations responsibility As ones own responsibility
Work-Life-Balance Delimitation as leadership responsibility Delimitation as personal responsibility
Security Continued employment taken for granted Employment perspective through the maintenance of networks
6
4. Findings Security Perceptions
"(...) to have the feeling that my job is, let's
say, 90 secure. That's the security that I think
is very very important.
Security is the beginning of the disaster. ()
7
4. Findings Security Perceptions
Standard employee Non-standard employee
Security Job security, guaranteed by an open-ended contract. Security is primarily associated with financial security through project opportunities.
Threats Poor economic situation of the company. Uncertainty about further projects.
Strategies for Securing Requesting information on the economic development of the company.Targeted search for a long-term perspective (open-ended contract). Building networks.Savings, income of partner.
Awareness that absolute (job) security does no longer exist (relative security). Increasingly risk-averse because of age and family obligations. Awareness that absolute (job) security does no longer exist (relative security). Increasingly risk-averse because of age and family obligations. Awareness that absolute (job) security does no longer exist (relative security). Increasingly risk-averse because of age and family obligations.
8
4. Findings Psychological Contract
Maintaining interests of the organization Entrepreneurship and Proactivity Honesty and reliability
Employees background Employees willing to make decisions and take on responsibility Creative, market-oriented and socially competent individuals

Manner of cooperation Compliance with organizational rules Partnership-like relationship
Work Conditions Reasonable work conditions Freedom for creativity
Personnel Development Continuous training Providing opportunities for development
Employment security is not addressed Awareness
9
4. Findings Security Perceptions
"Uncertainty is standard
"I am indeed no life insurance
10
3. Findings Security Perceptions
Standard employer Non-standard employer
Job security does no longer exist. Job security does no longer exist. Job security does no longer exist.
Security Perception that an indefinite employment contract conveys the employees a sense of security. Employer does not feel responsible for the creation of security. Gaining security is in the responsibility of the work force.
Threats Fixed-term contracts as a risk because good people can possibly not be recruited or kept. Cooperation with freelancers implies the risk of fluctuation.
Strategies for securing Open communication about business numbers. If the economic situation permits it, a permanent employment contracts is granted. Maintaining a long-term cooperation, built on values ??such as trust, honesty and openness.Providing planning reliability and a perspective.
11
4. Findings Approx. congruent cognitions
12
5. Conclusions Asynchronies Contradictions

• Changes in forms of work organization are
  accompanied by changed expectations, needs and
  demands.
• Coexistence of relational and transactional
  psychological contract contents Flexibility and
  employability complement security and loyality.
• Bonds have changed but keep approximately stable
  at the same time, because they have changed on
  the part of the employer and the employee.
• Expectations and promises are primarily aimed at
  compensating the structural deficiencies of the
  respective exchange context.

13
ThanX!