HRM 3490 Study Guide - Midterm Guide: Psychological Contract, Procedural Justice, Control Flow

• School: York University
• Department: Human Resources Management
• Course: HRM 3490
• Professor: Parbudyal Singh

Document Summary

Violation of the psychological contract: psychological contract expectations about the rewards from a job and the contributions necessary to perform the job. Perceived inequity: equity theory: employees" base perceptions of equity (fairness) on a comparison of their contributions/rewards ratio to the ratios of others perceived as being similar. Organizational justice: distributive justice, the perception that overall reward outcomes are fair, procedural justice, the perception that the process for reward determination is fair. Employment standards: sets minimum standards for pay and other conditions of employment. This means the designed compensation strategy cannot violate these minimum standards. An example of this would be the minimum wage or overtime pay. Trade union legislation: this defines the rights of parties involved in a collective bargaining relationship. Employees should have the freedom to choose their representative in the work place and for this representative to bargain collectively on their behalf. Employers working in a unionized environment must abide with this legislation.