Summary
Rapid changes of working environments have resulted in changes to employment relations and psychological contracts, a special form of contracts, have been gaining attention. This study investigated government, and examined the personal characteristics that affect psychological contracts. In other words, it explored whether the psychological needs to approach success (achievement motivation) are affected by psychological contracts. It sampled administrative personnel in government because they play an important role. The classifications of Work Motivation Measurement, as defined by Helmreich and Spence (1979), i.e. mastery of needs, work orientation, and competitiveness are used as measurement tools to assess achievement motivation. Meanwhile, this study adopted the psychological contract measurement, as proposed by Raja, Johns, and Ntalianis (2004), to measure the realization of psychological contracts by employees. The results showed that only competition has no significant influence on psychological contracts. Mastery of needs and work orientation both have significant influence on psychological contracts. Lastly, suggestions were proposed based on the results.
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Extract
The Relationship Between Achievement, Motivation, and Psychological Contracts
Introduction
Psychological contracts, a special form of contracts, which are based on the perceptions of individuals, have been gaining attention. If individuals believe that their contributions have gained promises for future returns, they will enter a contract in return. Administrative personnel play a pivotal role in operations and administrations of government. Psychological contracts are the terms and conditions and convictions promised in the mutual agreements for exchange between employees and organizations (Rousseau, 1989). In other words, individuals that believe that the organization has promised benefits returned to them in the future will realize the obligations attached to psychological contracts. These obligations are highly subjective. Therefore, it is related to whether employees are proactive about their jobs, show a preference for challenging and intellectual tasks, and have the desire to defeat others to achieve victory. High achie...See the full content of this document
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