Development of the psychological contract for performance oriented high income

Abstract

The objective of this article consists of demonstrating, conceptually, the relevance of the psychological contract for the individuals’ performance in the organizations. The labor agreement can be perceived in two ways: the formal contract, explicitly under the form of a written labor agreement, and other, informal and implicit, the psychological contract. Both involve rights, obligations and expectations on the part of the individual and of the organization. The literature accentuates the relevance of the contract psychological transaction, to the detriment of a contract more psychological relational, in spite of the psychological contracts assumed by the individuals if they place, in the reality, in a continuous one among these two types of contracts. In this study an explanatory conceptual model of the dynamic development of the psychological contract is presented, guided for performances high income. They are analyzed the contributes of the psychological contract for deepening of commitment relationships, through a larger involvement of the individuals in the process of objectives definition, and consequent impacts at the level of the performance. The model proposes the establishment of a positive and significant relationship among: trust (I greet of the agreement and noticed justice), commitment (objectives) and performance (high income).