Psychological Contract between Teacher and Student Improves Teaching Process in the Network Courses of Collge A Study based on the network course of psychology in Shaoguan University

English Film Appreciation Course, as a selective course, has the responsibility of broadening students’ horizon and helping them understand world culture better, but the present situation of this course is that the teachers and students usually take it as a pastime, the culture and students’ psychological reaction are not given enough attention. This paper tries to discuss the construction of English Film Appreciation Course with the help of psychological contract. It also discusses the forming of psychological contract in the teaching process of English film appreciation course, and then puts forward suggestions on the teaching of the course so as to better carry out similar teaching in the future.

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Psychological Contract Fulfillment and Employee Responses to Pay System Change

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000186 ◽

2017 ◽

Vol 16 (4) ◽

pp. 172-185 ◽

Cited By ~ 3

Author(s):

Christine J. Syrek ◽

Conny H. Antoni

Keyword(s):

Transformational Leadership ◽

Psychological Contract ◽

Pay For Performance ◽

Psychological Contracts ◽

Change Processes ◽

Affective Organizational Commitment ◽

Before And After ◽

Psychological Contract Fulfillment ◽

Pay System ◽

Employee Responses

Abstract. The implementation of a new pay system is a balancing act that produces uncertainty and draws employees’ attention to the fulfillment of exchange agreements. Transformational leadership may be essential during these change processes. Based on psychological contract theory, we expected that transformational leadership impacts job satisfaction and affective organizational commitment through the fulfillment of relational psychological contracts, while the fulfillment of transactional psychological contracts may be crucial for employees’ pay and bonus satisfaction. We assessed 143 employees nested within 34 teams before and after (24 months) a pay for performance (pfp) system was introduced. Our results supported the mediation hypotheses considering job and pay satisfaction, but not considering commitment. Unexpectedly, the effect on bonus satisfaction was mediated via relational psychological contracts.

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