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The effect of flexible working on the psychological contract
(İstanbul Bilgi Üniversitesi, 2022) Sezginer, Banu; Işık, İdil
ABSTRACT: Although full-time work is at the center of business life, companies can apply flexible working types as a job requirement. Flexible working is considered different from full-time working, but it also finds its place in full-time working in various ways. Working from home, remote working, or hybrid working types, frequently used in full-time working with the pandemic process, can be given as examples. Despite the different ways of working, there are unwritten psychological contracts between the employee and the employer consisting of mutual expectations. These contracts may differ according to the working method and when the working conditions or models change. While transactional psychological contracts come to the fore in short-term flexible working forms, relational psychological contracts predominate in long-term full-time working styles. Since psychological contracts consist of unwritten expectations, they have a structure that can change with expectations. Therefore, changes in business life make it possible to switch from one psychological contract to another. It has been revealed that while companies manage change, giving importance to mutual communication and trust can prevent psychological contract changes or violations.