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1、原文：原文：TowardsTowardsacontingentcontingentmodelmodelofofkeykeystaffstaffretention:retention:TheThenewnewpsychologicalpsychologicalcontractcontractreconsideredreconsideredGregyLeeTheiesevidenceofwidespreadchangesinemployme

2、ntrelationshipsaboundinliterature.Theganizationalenvironmentisincreasinglyacterisedbymatesofflexibilityreganizationreengineeringdownsizing.Asaresulttraditionalperceptionsofwhatisowedbetweenanemployeeanganizationaresubjec

3、ttoreappraisal.Suchperceptionsareencapsulatedbytheconceptofthe‘psychologicalcontract’.Evidencesuggeststhatinthetransientglobalbusinessenvironmentthepsychologicalcontractofemployeesganizationalrepresentativesmaybeshifting

4、towardsafarmetransactionalparadigm.Transactionalcontractsdescribeperceptionsthatemploymentobligationsaremeshttermwkcontentbasedlessrelational.Howeverinthecaseofkeyemployeegroupssuchtransactionalrelationshipsmayconflictwi

5、thanganisation’sneedtoretainitsceskillsknowledgethatfmoneofitsonlytrulysustainablecompetitiveadvantages.Therefedivergentvariedpsychologicalcontractsincreasethedifficultyofdecisionsregardingthelongtermretentionofkeyemploy

6、ees.Anexplanatymodelistherefepresentedhereallowingfthevariouspermutationseffectsonkeystaffretentionthatmayarisefromsuchdifferingperceptions.ganisationalsolutionsresearchpropositionsaresuggestedffutureresearch.Psychologic

7、alcontractsemployeeretentionItshouldbenotedthatinthiscontextstaff“retention”isaconceptnotonlyconcernedwithstemmingthedysfunctionalturnoverofkeyemployeesbutalso(equallyimptant)withthebehavioursattitudesthatareevidencedift

8、heystay(FlowersHwitz1991).Asaresultmanyganizations(especiallylargecpations)activelysoughttoinsulatetheirwkfcefromthedemsofthemarketbyasomewhatartificialsystemofinternalcontrolsmechanismssuchaspromotionrewardsystemsbasedo

9、nseniity.The“old”psychologicalcontractthataccompaniedthisbeliefwasessentiallyasystemofperceivedrelationalobligations.Employersgenerallyofferedemployeesalmostabsolutejobsecurityconsistentrewardscareermanagementthroughstea

10、dytrainingadvancementlongtermcompanydefinedbenefitplans(retirement)inexchangeftheexpectationthatemployeeswouldgivealltheirloyaltyeffttothecompanyftheverylongterm(Ehrlich1994).Individualemployeesganizationaldecisionmakers

11、alikegenuinelyperceivedtheseasthemutualobligationsofahealthyemploymentrelationshipactedaccdingly.Howeverthe1980s(laterfmanySouthAfricanganizations)sawthebeginningofbroadeconomicpressuressuchastheincreasingglobalizationof

12、businesschangingdemographicsinfmationtechnology.Theseeffectivelyshiftedthesourcesofcompetitiveness(Ehrlich1994Kissler1994).ganisationsimplementedincreasinglystringentefftstoimprovetheirproductivityincludingwidespreadrest

13、ructuringdownsizingflexibilitydrivesthatstrippedganizationstoaminimumofstaffwithwidespreadterminationsofmanagementinparticular(Cappelli1992HwitzHiltrop1996butseeColdwell1993).Inmanycaseslongtermcompanyloyaltytoemployeesh

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