Neşe YILMAZ[1]

Bahar DOĞRAMACI YALÇIN[2]

Another type of contracts apart from the written business contracts that are considered to be the starting point of the business life for employees is psychological contracts. Psychological contracts, unlike business contracts, are not prepared in writing and in a short period of time. They are prepared in a long run and influence the organization in a rooted way. The principles in the written contracts, oral promises, attitudes and behaviors at work, and even any information about work in the memories of employees are considered to be the preparer of these contracts. Human beings act fundamentally in the way that they direct their own opinions, and employees don’t act according to the written or the oral words given to them, but they act according to their inner world of behaviors that is a reflection of these words. In case of  violation of the psychological contracts, it can be predicted that the change that will be experienced in the organization may increase the influence on the employees even more in some cases. Organizational learning is an effective progress that manages the behaviors of the organizations and has the power to shape the organizations. The most important factors in the process in which permanent behavior in the organization can be designed are the attitudes and behaviors of the employees. It can not be expected that negative attitudes and behaviors that arise from the employees due to the violation of the psychological contract won’t cause any change in the process. This study refers to the effects that can come up in the organizational learning process because of the handicaps that may occur in case of violation of psychological contracts.

Keywords:

Psychological Contract, Organizational Learning

[1] Kırklareli Ünv. Lüleburgaz MYO, İş Sağlığı ve Güvenliği Programı Öğretim Görevlisi

[2] Kırklareli Ünv. Lüleburgaz MYO, İnsan Kaynakları Yönetimi Programı Öğretim Görevlisi