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Psychological contracts and self-directed learning

Author

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  • William L. Tullar
  • Michael A. Beitler

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.

Suggested Citation

  • William L. Tullar & Michael A. Beitler, 2008. "Psychological contracts and self-directed learning," International Journal of Human Resources Development and Management, Inderscience Enterprises Ltd, vol. 8(4), pages 318-331.
    • Handle: RePEc:ids:ijhrdm:v:8:y:2008:i:4:p:318-331
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