Psychological contracts and self-directed learning Online publication date: Wed, 16-Jul-2008
by William L. Tullar, Michael A. Beitler
International Journal of Human Resources Development and Management (IJHRDM), Vol. 8, No. 4, 2008
Abstract: This paper examines the relationship between psychological contracts and Self-Directed Learning (SDL). There is an extensive literature that provides ample evidence that human resource departments should care about the psychological contracts that their employees form with the organisation. This study focuses on how the psychological contract affects the employee's perception of his/her need to engage in SDL. SDL is important for the creation and dissemination of new knowledge, since formal training programmes can never be expected to keep up with the rate of increase in the available knowledge. The study provides evidence that employees with transactional psychological contracts tend to be negatively disposed towards SDL. Conversely, employees with more relational psychological contracts tend to be positively disposed towards SDL.
Online publication date: Wed, 16-Jul-2008
If you are not a subscriber and you just want to read the full contents of this article, buy online access here.Complimentary Subscribers, Editors or Members of the Editorial Board of the International Journal of Human Resources Development and Management (IJHRDM):
Login with your Inderscience username and password:
Want to subscribe?
A subscription gives you complete access to all articles in the current issue, as well as to all articles in the previous three years (where applicable). See our Orders page to subscribe.
If you still need assistance, please email firstname.lastname@example.org