Dependence of the expectations and obligations on the employee’s negotiation power

<p align="center"><strong>Dependence of the expectations and obligations on the employee</strong><strong>&rsquo;</strong><strong>s negotiation power</strong></p><p>&nbsp;</p><p align="right">Higher School of Economics</p><p align="right">Senkevich I.</p><p>&nbsp;</p><p align="center">Abstract</p><p>&nbsp;</p><p>The economy and society leads to the fact that the relationship between employer and employee are increasingly becoming individual. There is a gradual move away from collectivization, reducing the role of the trade unions. This is largely exist due to a decrease in industrial production and increasing the share of the services sector and services in the economy, the emergence of a variety of new jobs, increase the proportion of highly qualified specialists with higher education among the total number of employees.</p><p>Individualization of labor relations required the development of new theoretical approaches, methods, and models describing the complexity of the relationship of employee and employer. Special role played by the theory of social exchange, which is the basis for the idea of ​​the psychological contract. Last through the prism of spiritual (psychological) elements: expectations, obligations, claims focuses on the balance of factors is disoriented character reactions, depending on the ratio of scarce resources that offer to exchange workers.</p><p>The problem of social exchange theory and Homans J. P. Blau, and later developed the theory of psychological contract K. Argyris, E. Shane, A. Gouldner, D. Russo recently received fairly widespread in Western science that studies the issues of labor relations and employment .</p><p>Based sources of domestic and foreign literature it has been suggested that the presence of the employee bargaining position (gender, age, level of education and experience, income, position) will affect its expectations of the employer and those aspects that he considers his commitments. We assumed that all the negotiating positions are somehow connected with the expectations and obligations of the employee.</p><p>However, empirical analysis of the data held on the basis of the study &quot;Social obligations and expectations of employees and business organizations: key elements, factors and consequences. An Integrative Approach &quot;(headed by A. Efendiyev, 2013, 2014.) Showed the following: results. Gender and expectations employee&#39;s obligations and their implementation does not depend on gender. Young and inexperienced workers tend to be less than expected from the employer (career opportunities, fair wages) and less promise (overtime). Workers with long experience in the enterprise have high expectations for fair wages and wage growth. More experienced workers tend to assess the performance of its obligations above.</p><p>Workers to form coinciding with the profile of activity, more than expected and more feel obliged to employers, however, high expectations lead to dissatisfaction with the implementation of strong expectations. Leaders feel less obligated to the employer and, therefore, less than expected.</p><p>In this regression analysis showed that the failure of the expectations of the employee, as well as failure to comply with its obligations (not doing collective requirements) leads to the fact that workers are beginning to think about leaving the company.</p><p>Thus, we can conclude that the relationship between employee and employer is very complex and diverse, are becoming more individualized and require careful study.</p>