This chapter contributes to existing literature on psychological contracts by adopting a process-oriented lens to understand how psychological contract breach occurs. Drawing on neuroscientific insights, the authors extend and complement recently developed work on psychological contract dynamism by examining the intra-individual processes that precede the cognition of psychological contract breach. They argue that breach is affected by direct, indirect, and slow triggers that elicit conscious attention to the psychological contract terms and demand a shift from automatic processing to conscious attention. Moreover, stimuli matching with the (preconsciously buffered) memories of past triggers—connected triggers—will effortlessly activate the psychological contract. This results in an idiosyncratic chain of connected triggers processed in a cumulative manner, building up the pressure in the employment relationship and exacerbating the impact of breach. A better knowledge and understanding of these processes will offer employers alternative modes for handling and managing perceptions of psychological contract breach.
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This open access book states that the endemic societal faultlines of our times are deeply intertwined and that they confront us with challenges affecting the security and sustainability of our societies. It states that new ways of inhabiting and cultivating our planet are needed to keep it healthy for future generations. This requires a fundamental shift from the current anthropocentric and economic growth-oriented social contract to a more ecocentric and regenerative natural social contract. The author posits that in a natural social contract, society cannot rely on the market or state alone for solutions to grand societal challenges, nor leave them to individual responsibility. Rather, these problems need to be solved through transformative social-ecological innovation (TSEI), which involves systemic changes that affect sustainability, health and justice. The TSEI framework presented in this book helps to diagnose and advance innovation and change across sectors and disciplines, and at different levels of governance. It identifies intervention points and helps formulate sustainable solutions for policymakers, administrators, concerned citizens and professionals in moving towards a more just and equitable society.
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Legal departments play a pivotal role in the quality of contracts and contracting processes within an organization. This article reflects on current developments and innovations in contracting practice and their impact on the role of legal professionals and legal departments within organizations. Based on empirical research among legal professionals and legal departments in Dutch legal practice, the article positions contracts and contracting within the legal function of an organization and discusses developments in contract management, automated contract assembly and legal design and their potential impact on the role of legal professionals and legal departments. Finally, areas for future research are identified. Throughout the article, the focus is on large commercial organizations.
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Dit boek schetst de urgentie van de duurzaamheidstransitie en de zoektocht naar een natuurlijk sociaal contract, waarin de relatie tussen mens, samenleving en ecosysteem centraal staat. In plaats van individualisme en marktdominantie benadrukt dit contract collectieve verantwoordelijkheid, wederkerigheid en ecologisch bewustzijn. Sociale innovatie wordt hierin gepresenteerd als sleutel tot systeemverandering: nieuwe vormen van bestuur, organisatie en samenwerking tussen overheden, bedrijven, burgers en kennisinstellingen. Het boek bespreekt theoretische kaders zoals transitiemanagement, complexe adaptieve systemen, adaptief management, sociaal leren en transdisciplinaire samenwerking. Daarnaast introduceert het analytische instrumenten zoals krachtenveldanalyse en institutionele ontwerpprincipes om sociale innovaties beter te begrijpen en te faciliteren. Aan de hand van praktijkvoorbeelden – van kringlooplandbouw en korte ketens tot adaptieve gebiedsontwikkeling en eiwittransitie – laat Huntjens zien hoe innovaties op micro-, meso- en macroniveau bijdragen aan brede welvaart en meervoudige waardecreatie. Het lectoraat Sociale Innovatie in het Groene Domein positioneert zich daarmee als motor van kennisontwikkeling en praktijkgericht onderzoek. De kernboodschap is dat duurzame transitie alleen slaagt wanneer technologische vernieuwing wordt verbonden met sociale innovatie, waarbij waarden als rechtvaardigheid, verbondenheid en solidariteit richting geven aan collectieve oplossingen.
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Organizations in legal practice, under pressure to do “more for less,” are searching for ways to automate legal work, to improve efficiency of legal service delivery. Automated drafting of contracts (or: contract automation) is one of the areas where technology is—partly—replacing legal professionals. In Dutch legal practice, the number of organizations that are actively deploying contract automation is still relatively small, but growing. This chapter looks at experiences with contract automation of organizations from various sectors in Dutch legal practice. Contract automation can improve legal service delivery to consumers and SMEs, as well as contracting processes within organizations. Several organizations report positive results. However, successfully implementing contract automation, especially for internal use within organizations, is not simple. Tight budgets, resistance to change and poor integration with other software are some of the problems that organizations may encounter. Generally, human and organizational factors are often at least as important as the technological aspects. Successful implementation of contract automation requires design thinking, a proactive approach and process-oriented (legal) professionals. Regardless of these difficulties, the use of contract automation software in Dutch legal practice can be expected to increase, due to several factors. The number of organizations that are offering contracts (and other legal documents) online to SMEs and consumers has grown rapidly over the last years. Contract automation is not only offered to consumers and SMEs by commercial parties, but also by branch organizations, as a service to their members. Consumers and SMEs will become used to these self-help solutions for legal matters. Legal publishers are also increasing the offering of automated contracts and other legal documents. In addition, law firms and consultants are promoting the use of contract automation within client organizations. Finally, many corporate organizations are increasingly exchanging experiences on improving legal operations and the use of Legal Tech, including contract automation. Eventually, increased use of contract automation may drive further harmonization of contracts within sectors and facilitate other technological applications, such as the automated analysis of contracts.
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Purpose The purpose of this paper is to examine how the quality of change information influences employees’ attitude toward organizational change and turnover intention. Additionally, the role of engagement, psychological contract fulfillment and trust in the relationship between change information and attitude toward change is assessed. Design/methodology/approach In a technology services organization that was implementing a “new way of working,” questionnaire data of 669 employees were gathered. The organizational change in question sought to increase employees’ autonomy by increasing management support and improving IT support to facilitate working at other locations (e.g. at home) or at hours outside of regular working hours (e.g. in evening). Findings The results showed that change information was positively related to psychological contract fulfillment and attitude toward change. Engagement and psychological contract fulfillment were positively related to attitude toward change and negatively related to turnover intention. Contrary to what was expected, trust did not influence attitude toward change but was negatively related to turnover intention. Practical implications The study presents a model that can help management to foster positive affective, behavioral, and cognitive responses to change, as well as to reduce employee turnover. Fulfilling employees’ psychological contracts and cultivating engagement is important in this respect, as well as continuously considering whether information about the organizational change is received in good time, is useful, is adequate and satisfies employees’ questions about the change. Originality/value As one of the first studies in its field, attitude toward change was conceptualized and operationalized as a multidimensional construct, comprising an affective, a behavioral and a cognitive dimension.
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Adopting an intra-individual process, we explore the dynamics that underlie the emergence of a psychological contract breach. Thirty-seven unique storylines expose how selected stimuli shake employees' psychological contracts to attention and give rise to perceptions of breach as a result of an iterative process of disrupting (introducing triggers that prompt a shift from automatic processing to conscious attention of psychological contract terms), appraisal (revealing elements—goals, attribution, fairness, and resources—playing a role in appraising and making sense of triggers), and (problem-focused and emotion-focused) coping. We discuss the implications of accounting for breach in the absence of a discrete event and draw on selective attention theory to differentiate when stimuli become triggers with the capacity to activate the psychological contract. We extend existing research by revealing the unique role that triggers, and their interconnectedness play in the cognition of contract breach, building up pressure until a threshold has been surpassed and breach is perceived. Our study highlights the need for managers to use strategies to deescalate the accumulation of triggers.
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This article shows that business ethics is not capable of explaining the responsibility of limited organized collectives such as chains, sectors and industries. The responsibility of the pharmaceutical industry to make AIDSblockers available for patients in Africa is an example of such a sector responsibility. By using system theory it is possible to understand responsibility at the level of a social system. The Integrative Social Contract Theory has been extended to determine this system’s responsibility.
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Purpose – The purpose of this paper is to develop a model on how business managers perceive that an employee’s psychological contract influences his or her attitude toward an organizational change. More specifically, it aims to provide insight into the managerial views on: first, the affective, behavioral and cognitive responses of employees toward organizational change; second, the pre-change and change antecedents of these responses; and third, the role of the psychological contract as a pre-change antecedent. Design/methodology/approach – Data were collected from in-depth interviews with 39 human resource directors, change managers and management consultants in eight European countries. Based on detailed grounded theory-driven analyses of the qualitative data, a conceptual model was developed. Findings – Based on the grounded theory analysis, a model emerged that positions the individual change perception and individual answer to the “what’s in it for me?” question as central determinants of an employee’s attitude toward change. Moreover, the model distinguishes between “influencing” variables that shape the employees’ change perception, and “overruling” variables that can potentially reverse the change perceptions. Practical implications – A strong emphasis on managing the employment relationship by fulfilling mutual obligations and by creating trust will yield more constructive responses to organizational change than focussing on managing an organizational change as an independent event. Originality/value – As one of the first in its field, this study provides insight in the sense-making processes during organizational change, while adopting a managerial perspective. A grounded theory approach by means of interviewing, serves as a first step toward better understanding of the development of employees’ affective, behavioral and cognitive responses to organizational change.
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Legal management is een nieuw vakgebied, dat de praktijkvan juridische professionals vanuit een organisatiekundigperspectief benadert. Binnen organisaties heeft legalmanagement het doel de kwaliteit van de juridische functiete optimaliseren. In deze unieke uitgave schetsen experts deontwikkeling van dit nieuwe vakgebied en gaan zij in op destand van zaken van het legal management in verschillendesectoren van de Nederlandse rechtspraktijk: de centrale endecentrale overheid, het bedrijfsleven en de advocatuur.Voor iedereen die geïnteresseerd is in de organisatie vanjuridische dienstverlening en juridische processen.
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