Economics at your fingertips  

Psychological contracts and self-directed learning

William L. Tullar and Michael A. Beitler

International Journal of Human Resources Development and Management, 2008, vol. 8, issue 4, 318-331

Abstract: This paper examines the relationship between psychological contracts and Self-Directed Learning (SDL). There is an extensive literature that provides ample evidence that human resource departments should care about the psychological contracts that their employees form with the organisation. This study focuses on how the psychological contract affects the employee's perception of his/her need to engage in SDL. SDL is important for the creation and dissemination of new knowledge, since formal training programmes can never be expected to keep up with the rate of increase in the available knowledge. The study provides evidence that employees with transactional psychological contracts tend to be negatively disposed towards SDL. Conversely, employees with more relational psychological contracts tend to be positively disposed towards SDL.

Keywords: self-directed learning; SDL readiness; psychological contracts; knowledge creation; human resource development; HRD. (search for similar items in EconPapers)
Date: 2008
References: Add references at CitEc
Citations Track citations by RSS feed

Downloads: (external link) (text/html)
Access to full text is restricted to subscribers.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link:

Access Statistics for this article

More articles in International Journal of Human Resources Development and Management from Inderscience Enterprises Ltd
Bibliographic data for series maintained by Carmel O'Grady ().

Page updated 2018-05-21
Handle: RePEc:ids:ijhrdm:v:8:y:2008:i:4:p:318-331