Transition and transparency in the employment contract

Abstract

Purpose

To suggest a counseling model for human resource professionals, firmly based in providing complete transparency, which will assist employees and organizations in adapting to changes in the psychological contract.

Design/methodology/approach

The authors posit that as the psychological contract between employers and employees undergoes a metamorphosis reflecting the fundamental changes in the exchange of work and rewards, human resource professionals would be well served to include a counseling approach to employee communication.

Findings

The authors suggest that the counseling model will support a culture of transparency and yield positive outcomes for all concerned.

Research limitations/implications

The co‐authors relied on their research and own experience in the field of human resource management and student counseling to develop this paper. The suggested model needs to be subjected to the rigors of academic scrutiny before it can be applied. The implications for human resource professionals are important as any tool to help further assist in the organization's staffing efforts, specifically retention of knowledge workers, as well as providing support to the overall success of the organization.

Originality/value

The value of this paper lies in the interdisciplinary approach of combining some basic tenets of the counseling field with the human resource management function in the organization.

Citation

Lenaghan, J.A. and Seirup, H.J. (2007), "Transition and transparency in the employment contract", Journal of Management Development, Vol. 26 No. 5, pp. 459-467. https://doi.org/10.1108/02621710710748284