- Subject index
The relationship between workers and firms are changing worldwide. Nowhere is this more evident than in the psychological contracts of employment. This book combines the cross-national perspectives of organizational scholars from thirteen countries to examine how societies differ in the nature of psychological contracts in employment and how global business initiatives are bridging these differences. The contributors include social scientists with deep knowledge of the particular societies they describe, and whose personal scholarship involves psychological contract phenomena locally as well as abroad. Readers of Denise Rousseau's award winning book, Psychological Contract in Organizations (Sage 1995) will welcome the extension of this ground-breaking work into the global arena.
Chapter 8: A Break with Tradition: Negotiating New Psychological Contracts in Japan
Traditional Japanese employment contracts were based on a special set of employment practices, characterized by open-ended employment and the evaluation of employees’ competence and skill development (Morishima, 1995). Employment relationships were expected to be long term, though the exact duration was unspecified, and the exchange of contributions and rewards was expected to balance over the life of a relationship. In these exchanges, employers evaluated and rewarded employees not only for their actual contributions but also on the basis of their potential contributions to the organization over the long term, including their willingness to develop firm-specific skills that would make them more valuable. In sum, employees were ...