A Study on Impact of Generational Affiliation on Psychological Contract
Keywords:Generational Affiliation, Obligations, Psychological Contract
In recent years, human resource practitioners focused much on generational gap subsists among employees, which is creating considerable challenges to employers in effectually managing the diversified work force. The various mutual obligations that are unwritten exist between the employer and the employee in an organization is referred to as Psychological Contract. This obligation varies among generations. Various theories of psychological contract showed that because of the various unfolds of the process of the junctures of employment gives rise to different shapes to the psychological contract. (Rousseau and Parks 1993).
The modern organization in recent times struggling to have a productive workforce over their competitors in the market. In order to accomplish that it is crucial to understand the mutual implied obligations and fulfil the same. Employees revert by expressing high intention to leave because of low organizational commitment, unhappy with the job, low citizenship behavior if employer fails to fulfil these unwritten requests.
It is observed that limited research has been done, which explores the correlation among psychological contract and different generations. And also understanding the obligations of employer to different generation is becoming obligatory. Considering this as a research gap, the present paper is trying to bridge this gap by studying the influence of generations over psychological contract.
The objective in this paper is to understand the relationship among generation and its affiliation on psychological contract. The paper is both explorative and descriptive in nature. The sample comprises employees of IT industries. A survey is proposed to conduct on these employees using questionnaire method.
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