FACTORS of the
Psychological
Contract

EMOTIONAL
FACTORS

Work Climate - Loyalty & Trust - Identification

The atmosphere in the team, interpersonal relationships, the certainty of being in good hands and personally appreciated, the commitment to the company's values and goals, and the feeling of doing a meaningful job.

HIGH RELEVANCE: Emotionally oriented employees need stability and interpersonal support, and they also want to identify with the company itself. They are very loyal to their colleagues as well as their employer. A positive atmosphere and shared goals give them strength, but they are also vulnerable to discord, which usually reflects directly on their performance.

LOW RELEVANCE: When the emotional score is low, employee performance is largely independent of the social environment at work, and sober factors play a greater role. They are emotionally stable and not easily thrown off course.

GROWTH
FACTORS

Work Content - Participation - Development

Job content, future prospects, and the willingness and opportunity to contribute, deepen, and expand one's skills within the company.

HIGH RELEVANCE: Growth-oriented employees have high intrinsic motivation and show personal initiative to achieve goals. They want to get involved and grow together with the company. However, if challenges and opportunities to participate are lacking, they will sooner or later look for a more inspiring environment where they can develop further.

LOW RELEVANCE: If employees are not growth-oriented, it means they have little ambition to advance themselves and climb the career ladder. They are unlikely to be inspired by offers for professional or personal development.

CALCULATIVE
FACTORS

Job Security - Remuneration - Working Conditions

Measurable advantages over other employers, the "hard facts": work environment and materials, economic stability, salary and time management

HIGH RELEVANCE: Calculation-oriented employees place great value on the framework conditions in order to perform at their best on the job. The calculation factor is the easiest one for employers to manage: flexible working hours, a pleasant atmosphere, benefits for special achievements, etc., and your employees will be top-motivated. However, material and financial incentives are generally less sustainable than emotional and intangible factors.

LOW RELEVANCE: A low score in the calculative factor indicates that employees are very resilient when it comes to working hours and salary, and cope well with any adversities. Idealistic factors are much more important to them.