Student Nr: 41329511 Course: IOP 3706
Unique Nr: 682093 Date: 26 February 2023
a. Discuss and evaluate the function of the psychological contract in the
retention pf personnel.(10)
Psychological contract can be categorised into Relational contract and
Transactional contract
The framework for understanding the explanatory framework of employee-
organisation linkage is broad.
Relational contracts are broad open-ended contracts in exchange for
employee loyalty and commitment, which in terms secure long term
employment and job security flexibility and career self-management reflects a
mutual commitment between employer and the employee
Transactional contracts are specific and involves monetary value for the work
performance that has to be met.(Coyle-Shapiro,2019 and Robinson ,2006)
The state of the psychological contract depends on the degree to which these
expectations are met, perceived to be fair and equitable and whether there is
trust that they will continue to be met.
Distributive and procedural justice is met as follow: Procedural justice is the
fairness of the allocation of rewards and whether they are perceived as
distributed fairly and reasonable /Distributive justice is how fair rewards has
been allocated and people compare what they received against that of other
employees
When there is a fair balance between the exchange of rewards, employees
tends to honour their part of the agreement/contract.
When there is an unfair balance on exchange of rewards, employees tends to
feel unappreciated and start to look for jobs elsewhere. Balancing individual
and organisational needs is essential for the retention of employees
b. Describe the link between personnel process, retention factors and
retention strategies.(15)
Organisation should have career advancement opportunities as a part of their
employee retention plan. By employing from within which also contribute to
employee experience of being valued and contributing to the organisation
(Florentine 2019).Salary satisfaction i n the end, some want money, some
want security, recognition and career pathways and some want improved self-
worth and importance. Job characteristic; Organisational citizenship
behaviours diminish when employees are given repetitive tasks to complete .
Job crafting has become a proactive job design, which allows the employee to
proactively redesign their own job description . Labour market trends present
increased career mobility opportunities for employees
Retention factors that influence employee retention is Remuneration ,job
characteristic, Training opportunities are considered a critical retention factor
for organisations.
Remuneration and reward ,refers to monetary and also non-monetary rewards
given to employees in return for the work they have done
(ibidunni2016 ;Schaap and Olcker 2020). High salaries is not essential, but
Unique Nr: 682093 Date: 26 February 2023
a. Discuss and evaluate the function of the psychological contract in the
retention pf personnel.(10)
Psychological contract can be categorised into Relational contract and
Transactional contract
The framework for understanding the explanatory framework of employee-
organisation linkage is broad.
Relational contracts are broad open-ended contracts in exchange for
employee loyalty and commitment, which in terms secure long term
employment and job security flexibility and career self-management reflects a
mutual commitment between employer and the employee
Transactional contracts are specific and involves monetary value for the work
performance that has to be met.(Coyle-Shapiro,2019 and Robinson ,2006)
The state of the psychological contract depends on the degree to which these
expectations are met, perceived to be fair and equitable and whether there is
trust that they will continue to be met.
Distributive and procedural justice is met as follow: Procedural justice is the
fairness of the allocation of rewards and whether they are perceived as
distributed fairly and reasonable /Distributive justice is how fair rewards has
been allocated and people compare what they received against that of other
employees
When there is a fair balance between the exchange of rewards, employees
tends to honour their part of the agreement/contract.
When there is an unfair balance on exchange of rewards, employees tends to
feel unappreciated and start to look for jobs elsewhere. Balancing individual
and organisational needs is essential for the retention of employees
b. Describe the link between personnel process, retention factors and
retention strategies.(15)
Organisation should have career advancement opportunities as a part of their
employee retention plan. By employing from within which also contribute to
employee experience of being valued and contributing to the organisation
(Florentine 2019).Salary satisfaction i n the end, some want money, some
want security, recognition and career pathways and some want improved self-
worth and importance. Job characteristic; Organisational citizenship
behaviours diminish when employees are given repetitive tasks to complete .
Job crafting has become a proactive job design, which allows the employee to
proactively redesign their own job description . Labour market trends present
increased career mobility opportunities for employees
Retention factors that influence employee retention is Remuneration ,job
characteristic, Training opportunities are considered a critical retention factor
for organisations.
Remuneration and reward ,refers to monetary and also non-monetary rewards
given to employees in return for the work they have done
(ibidunni2016 ;Schaap and Olcker 2020). High salaries is not essential, but
