Towards Discovering Employee-Worker Interactions - Aspects of Conclusion of Psychological Contract

Anna Rogozińska-Pawełczyk

doi:10.33119/eeim.2020.58.5

Abstract

The psychological contract refers to presumed and subjective beliefs in relation to the exchange relationship, considered mainly between employees and employers. An immanent part of the psychological contract is its subjectivity and the relationship of exchange of expectations, promises or commitments of both parties to the employment relationship. The conditions in which modern organisations have to operate justify the use of the psychological contract for the analysis of employment relationships, but do not yet take into account the emerging new form of relationship at the workplace. Currently, thanks to the development of new technologies, including artificial intelligence, the role of robots in the workplace is growing. The aim of the article is to outline the framework for building the involvement of employees in technologically, socially and emotionally advanced forms of artificial intelligence. The manifestations of workers' interactions with social robots within the framework of a contractual partnership will be defined. To this end, the arguments for the possibility of concluding a psychological contract between a human and a robot based on the theory of exchange and the standard of reciprocity, which can set new directions for research in this area, are reviewed.

Highlights

Many aspects of human functioning are regulated by various contracts (Wellin, 2013)
The purpose of this article was an attempt to fill the information gap concerning the possibility of establishing relations between employees and social robots under a psychological contract
Social robotics is undergoing a major transformation of its goals and scope (Darling, 2014)

Summary

Introduction

Many aspects of human functioning are regulated by various contracts (Wellin, 2013). They are essential for the establishment of lasting, harmonious relations between the employee and the organisation. A psychological contract is defined as an unwritten agreement between the employee and the employer, an idiosyncratic set of mutual promises, expectations and obligations of the employee and the organisation (Rousseau, 1989). The exchange relationship in a psychological contract provides important information on how employees think and act, and how they function in the organisation. The literature studies conducted so far have shown a broad interest of researchers in the concept of psychological contract, shaping the employment relationship between the employee and the employer (Ma et al, 2020). Marx (2001) suggests that the employees may enter into psychological contracts with various representatives, creating employee-client relationships (Ma et al, 2012)

Objectives

Conclusion