One element of the traditional psychological contract was the unwritten expectation of a job for life in return for hard work and loyalty-but now, it is in exchange for " the privilege of having a job ".
32.
Studies from Canadian adjunct professor and psychology researcher Yani Likongo demonstrated that sometimes in organizations an idiosyncratic psychological contract is built between the employee and his direct supervisor in order to create an " informal deal " regarding work-life balance.
33.
They specify : " It is reasonable to conclude that an organization can be considered toxic if it is ineffective as well as destructive to its employees ", and hold that toxicity arises when employees suffer a breach in psychological contract.
34.
Strong values can act as social control mechanisms, can hold together dispersed groups of workers ( those that are not co-located ) and can secure employee commitment in a working environment where " job security no longer serves as the cornerstone of psychological contract in the workplace " ( Kanter quoted in Pratt, 2000 ).
35.
O'Meara, KerryAnn, Jessica C . Bennett and Elizabeth Neihaus . 2016 . " Left Unsaid : The Role of Work Expectations and Psychological Contracts in Faculty Careers and Departure . " Review of Higher Education 39 ( 2 ) : 269-297 ( http : / / search . proquest . com / docview / 1749657149 ).
