Abstract
This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values ??and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values ??which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.
Highlights
The rationale for resource conservation theory (COR) by Hobfoll (1989) is the assumption that people seek to maintain, protect, and build resources and that what threatens them is the potential loss of resources
The study of COR theory in human resources in a company or organization is closely related to the study of organizational behaviour, organizational culture and if it is drawn upwards is the study of human resource management
Spirituality, as a core value held by religious organizations (FBO), is the reason for its members' commitment to religious organizations (FBO)
Summary
The rationale for resource conservation theory (COR) by Hobfoll (1989) is the assumption that people seek to maintain, protect, and build resources and that what threatens them is the potential loss of resources. The application of COR theory in the organization is how the organization maintains and utilizes its resources to achieve organizational goals. The study of COR theory in human resources in a company or organization is closely related to the study of organizational behaviour, organizational culture and if it is drawn upwards is the study of human resource management. In these studies, it involves elements of individual members of the organization, organizational management (individuals or groups of individuals) and the organization itself as a unit. The bonds that are formed between the elements of the organization can be in the form of a written legal contract and a non-formal psychological contract
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Research in Business and Social Science (2147- 4478)
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
