Perpetual motion in organizations: effective management and the impact of the new psychological contracts on "survivor syndrome"
Perpetual motion in organizations: effective management and the impact of the new psychological contracts on "survivor syndrome"
This article deals with the question of how to manage the processes concerned with motivating people, and keeping their commitment to organizations when job security is no longer a valid concept. New buzzwords have appeared in the jargon of HR management, such as employability, resilience, post-corporate careers, and psychological contracts. Old paradigms and concepts are no longer applicable in the contemporary business world, which is characterized by constant change. One of the great challenges is to manage the change processes involved during organizational downsizing, and to ensure the continuing commitment and efficiency of those "survivors" who do not experience redundancy. This article draws on previous research by the authors and an extensive literature review to examine critically the nature of the new employment relationships to suggest an analytical framework for the implementation of change.
295-306
Baruch, Yehuda
25b89777-def4-4958-afdc-0ceab43efe8a
Hind, Patricia
3132ffa2-7845-4ade-a5d5-5968bd33eaab
1 June 1999
Baruch, Yehuda
25b89777-def4-4958-afdc-0ceab43efe8a
Hind, Patricia
3132ffa2-7845-4ade-a5d5-5968bd33eaab
Baruch, Yehuda and Hind, Patricia
(1999)
Perpetual motion in organizations: effective management and the impact of the new psychological contracts on "survivor syndrome".
European Journal of Work and Organizational Psychology, 8 (2), .
(doi:10.1080/135943299398375).
Abstract
This article deals with the question of how to manage the processes concerned with motivating people, and keeping their commitment to organizations when job security is no longer a valid concept. New buzzwords have appeared in the jargon of HR management, such as employability, resilience, post-corporate careers, and psychological contracts. Old paradigms and concepts are no longer applicable in the contemporary business world, which is characterized by constant change. One of the great challenges is to manage the change processes involved during organizational downsizing, and to ensure the continuing commitment and efficiency of those "survivors" who do not experience redundancy. This article draws on previous research by the authors and an extensive literature review to examine critically the nature of the new employment relationships to suggest an analytical framework for the implementation of change.
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Published date: 1 June 1999
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Local EPrints ID: 487524
URI: http://eprints.soton.ac.uk/id/eprint/487524
ISSN: 1359-432X
PURE UUID: a7bc9555-c184-4805-9630-00c91f91921c
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Date deposited: 22 Feb 2024 18:05
Last modified: 18 Mar 2024 03:26
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Author:
Patricia Hind
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