It may not be the end of work but its attenuation in terms of quality of life and of working life will boomerang.
Have there been a decline of the traditional career and the growth of non-standard work arrangements and has this led to a fundamental shift in the nature of the psychological contract. This paper takes a close look at what could have been and what is.
What is a contract Contracts are a ubiquitous and binding feature seen in organisations the world over. A Contract serves as a bond that brings together employees and employers together to achieve the organisational goal. Although macro research has paid some attention to the study of contracts, such as by Williamson, 1975 (Robinson, Kraatz, & Rousseau, Changing Obligations and the Psychological Contract: A Longitudinal Study, Research Notes) 2, an elaborate study or focus on the research on this field leaves a lot to be desired.
"Technological advancement is assumed to be the most irresistible driver of change. Technology will create new jobs and transform existing work to higher skill levels, or information technology will destroy jobs or degrade them into less skilled, more routine work (Changing Nature of Work 1999). The widespread shortage of IT workers suggests that jobs are being created on a large scale. Worker surveys indicate that skills and responsibilities have increased due to digital technology (Changing Nature of Work 1999)" (Kalleberg, NON-STANDARD EMPLOYMENT RELATIONS: Part-time, Temporary and Contract Work, www.cete.org, referred on 16.04.2006)3.
"Martin and Butler (2000) found "widespread agreement" in the literature that the old employment contract is dead or dying. In its place, a variety of non-standard work forms such as part time, self-employment, temporary, contingent, and contractual have taken over. The U.S showed an increase of 29.4% in 1995 (Changing Nature 1999). In Australia, the proportion of part-timers tripled during the period 1973-1998 (Marginson 2000). Part-time work increased in the United Kingdom substantially during the same period (Will "Nonstandard" Work be the Norm)" (Kalleberg, NONSTANDARD EMPLOYMENT RELATIONS: Part-time, Temporary and Contract Work, www.cete.org, referred on 16.04.2006)4.
2.0 The Obligation
In any organisation the relationship between the employer and the employee during the initial period of employment may seem biased, especially by the employee leading to a negative thought and approach. This will affect and create a significant change in his or her view of a contract. This will invariably affect their relationship.
The development of a