Relationships among service climate, psychological contract, work engagement and service performance

The literature is clear that maintaining psychological contracts between employers and employees is important, and that psychological contract breach often leads to negative outcomes, including the withdrawal of discretionary activities such as innovative work behaviour. Although most literature suggests that a psychological contract breach affects the desired outcomes negatively, the same literature is silent about under which type of psychological contract these outcomes occur. This research aims to empirically determine the way in which psychological contract breach affects the relationship between different psychological contracts (relational and transactional) and innovative work behaviour. A cross-sectional survey design was used, with respondents answering questions on psychological contracts, psychological contract breach and innovative work behaviour. Three results were dominant: transactional psychological contract did not correlate with innovative work behaviour, whereas relational psychological contract did so in a significant way; psychological contract breach correlated positively and significantly with transactional psychological contract and negatively and significantly with relational psychological contract, but not with innovative work behaviour; and psychological contract breach did not moderate the relationship between relational psychological contract and innovative work behaviour. The psychological contract type (relational psychological contract) therefore has a direct effect on innovative work behaviour, but psychological contract breach did not relate significantly to innovative work behaviour. Managers are alerted to the importance of relational psychological contracts when innovative work behaviour is the desired outcome, given the omnipresent psychological contract breach. Researchers are encouraged to investigate through which mechanisms psychological contract breach influences innovative work behaviour, as this link seems well supported by the literature.

This paper replaces the marketing service enterprise scenario of psychological contract violation and customer relations for the relationship between organizational psychological contract violation and the employee relationship, and investigates 236 customers who had a travel experience in order to apply on the quantitative research and test the structural equation. The results suggest that: (1) the psychological contract between service enterprise and their customers are consist of transactional psychological contract, relational psychological contract. (2)In service enterprise, transactional psychological contract violation is positively related to customer's exit and complaint, decreasing customer's silence and loyalty; Relational psychological contract cause customers decreasing loyalty, complaint and increasing silence, no significant influence to customer's exit. (3) Customers pay more attention to transactional psychological contract than relational psychological contract. Service enterprise psychological contract violation on these aspects will cause customers increasing destructive behavior and decreasing constructive behavior.

PurposeThe objective of this study is to investigate the underlying mechanism connecting internet addiction and academic anxiety, with the aim of assisting higher education professionals and administrators in developing comprehensive solutions to effectively mitigate the systemic risks associated with these issues.Patients and MethodsThis study utilizes the smart data collection instrument of Wenjuanxing to gather data from 270 Chinese college students through an online questionnaire survey. Through building and analyzing a structural equation model that consists of four latent variables, such as internet addiction, relational psychological contract, transactional psychological contract, and academic anxiety. The study analyzed the fundamental characteristics of the transformation mechanism of Internet addiction and academic anxiety. It specifically focused on conducting a mediating effects test of the psychological contract variable to validate the significant role of both relational psychological contract and transactional psychological contract in this transformation mechanism.ResultsFirst, the study found that internet addiction (β=0.094; p=0.179) cannot directly impact academic anxiety. It can only influence academic anxiety through the mediating effects of the relational psychological contract (β=0.088; p=0.022) and the transactional psychological contract (β=0.123; p=0.003), with the latter having a more significant impact. Second, the destructive effect of Internet addiction on relational psychological contracts (β=−0.496; p<0.001) is greater than that on transactional psychological contracts (β=−0.476; p<0.001). Third, compared to the weakening of the relational psychological contract (β=−0.177; p=0.017), the weakening of the transactional psychological contract (β=−0.258; p=0.001) has a more significant impact on college students’ academic anxiety.ConclusionThis study shows that the weakening of the corresponding psychological contract is the key link for the development of Internet addiction into academic anxiety. Stabilizing the psychological contracts at the psychological level of college students can help suppress the vicious transformation process from internet addiction to academic anxiety, ensuring students’ mental health and reducing systemic risks in educational work.

The management of knowledge sharing has become an important part of business management. From the perspective of psychological contract, this paper takes knowledge workers as the research object and explores the influence of psychological contract on its willingness to share knowledge. Using the empirical method, through the questionnaire survey, the impact of transactional psychological contract, relational psychological contract, and developmental psychological contract on the tacit knowledge sharing willingness of knowledge workers is collected. After several analyses and verification hypotheses, the following conclusions are drawn: Transactional psychological contract has a negative correlation with the tacit knowledge sharing of knowledge workers; relational psychological contract has a positive correlation with the tacit knowledge sharing willingness of knowledge workers; developmental psychological contract has positive influence on tacit knowledge sharing willingness among knowledge workers.

According to the common view, paternalistic leadership, which is accepted in traditional societies, is assumed to be an effective form of leadership and can be persuasive and impose its authority to the extent that it acts in the interests of its followers. It is argued that authority and control behaviours, which we know as paternalistic leadership behaviours, arouse feelings of respect, fear and obedience among followers, and this results in positive organizational behaviours such as loyalty, respect and harmony, especially in Eastern societies. Work engagement is a positive motivational state in which employees have positive feelings toward their work, find their work meaningful, think their professional responsibilities are manageable, and think positively about the future of their work. A psychological contract, on the other hand, is an informal and unwritten, mutually agreed-upon contract that expresses the sum of mutual expectations between an organization and its employees. Whereas there are many studies examining the relationship between paternalistic leadership and work engagement, none of them examine the mediating effect of the relational psychological contract on this relationship, particularly in the innovative service sector. This research was conducted to contribute to filling this gap in the field. This study had two objectives: (1) determining how paternalist leaders influence employee work engagement and (2) identifying whether the relational psychological contract mediates paternalistic leadership and work engagement. Data were collected from 223 gray-collar employees working in the innovative service sector in Turkey through an online survey. The data were analysed using partial least squares (PLS)-structural equation modelling. The results showed that paternalistic leadership significantly affects work engagement and relational psychological contracts. The results also showed that the relational psychological contract fully mediated the relationship between paternalistic leadership and work engagement. Our results are also original in that they show that the relational psychological contract plays a mediating role between paternalistic leadership and work engagement in innovative service industry businesses.

The rise of the millennial generation, especially in Indonesia, has overtaking the majority of various workplaces. Millennial workers are likely to have different characteristics from the previous generation, so the leader needs to adjust the treatment to create millennials’ job satisfaction and engagement. This study aimed to analyze the effect of psychological contracts on work engagement with job satisfaction as a mediating variable. This study used an explanatory method with a quantitative approach. The data was collected using a questionnaire and was analyzed using Partial Least Square software. There were four main findings in the study. First, psychological contracts, both transactional and relational, had a significant effect on job satisfaction. Second, transactional psychological contracts had a significant effect on work engagement. Third, job satisfaction mediated the relationship between transactional and relational psychological contracts with work engagement. Fourth, the rational psychological contract was not the main factor in increasing work engagement.

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

PurposeGrounded in psychological contract theory, this study investigates the impact of ideological psychological contract fulfillment on key workplace outcomes, including work engagement, organizational commitment, and organizational citizenship behavior. It further explores the moderating effects of critical organizational factors—artificial intelligence (AI) adoption, diversity climate, and employee well-being—to understand how these contextual elements influence the relationship between ideological psychological contract fulfillment and employee behaviors. By examining these dynamics, the study provides valuable insights into how modern workplaces can leverage psychological contract fulfillment to optimize employee outcomes while navigating technological, cultural, and well-being challenges.Design/methodology/approachIn this research, an online survey of employees based in European companies was carried out to examine the proposed hypotheses. Employing 399 workable survey responses, covariance-based structural equation modeling was applied to verify the proposed conceptual model.FindingsThe empirical findings reveal that fulfillment of ideological psychological contracts is a significant determinant of work engagement and citizenship behavior. Diversity climate and employee well-being strengthen the relationship between ideological psychological contract fulfillment and citizenship behavior whereas breach of transactional and relational psychological contracts weakens the association. Moreover, AI adoption by the organization attenuates the association among ideological psychological contract fulfillment and organizational commitment.Originality/valueContributing to the extant literature, the present research focuses primarily on the outcomes of ideological psychological contracts while previous studies have mainly examined the implications of transactional or relational psychological contracts. In addition, as a novel theoretical contribution, this study sheds light on the interactions between ideological, relational, and transactional psychological contracts and considers important contingency factors affecting the associations among them.

The exchange of relationships between employees and firms is influenced by the beliefs and values that hold the human resources in carrying out its obligations and its behavior within the organization. This study aims to determine how big the relationship and the role of organizational culture to psychological contracts. Data were collected using two scales, namely organizational culture scale, and psychological contract scale. The results showed that there was a very significant relationship between organizational culture and psychological contracts, with an effective contribution of 5.047 percent. Based on the analysis of the relationship between organizational culture factors with psychological contracts can be shown the result that the organizational identity factor has a positive and very significant relationship with the psychological contract, with an effective contribution of 10.609 percent. The results also show that the organizational identity factor has a positive and very significant relationship with the transactional psychological contract. The organizational identity factor has a positive and significant relationship with the balance psychological contract. Collective commitment factor and Stability of social system have a positive and very significant relationship with balance psychological contract. Collective commitment factors have a positive and highly significant relationship with the relational psychological contract.

PurposeThe cultural transformation introduces team orientation as a powerful tool to reconfigure the human capital to become more productive. The purpose of this paper is to try to uncover two folds: first is to check the direct effects of employees’ work engagement and rational psychological contract on contextual performance and job satisfaction and second is to investigate the moderating effect of team orientation in-between above-stated relationships.Design/methodology/approachThe self-administrated questionnaires and simple random sampling are used to collect data from 380 employees of banking and insurance sector.FindingsThe findings reveal that work engagement and relational psychological contract have positive relationships with employees’ contextual performance and job satisfaction. Furthermore, the presence of team orientation has strengthened effect on direct existing relationships.Practical implicationsThis study adds the body of knowledge by providing insights into team orientation in different avenues. For practice side, it is important to discourse the work engagement of employee and their relational psychological contract to enhance the contextual performance. Moreover, high work engagement leads to high commitment level and ultimately increases the level of job satisfaction.Originality/valueThe contemporary research is lacking with respect to the empirical investigation of team orientation, more particularly, in relationship to human psychology factors. This unique model is addressing the real time issue by providing insights to relational psychological contract, employees work engagement, contextual performance and job satisfaction.

This study identifies the impact of individual and organizational factors on employee’s relational and transactional psychological contract. The study also investigates the effects of psychological contract on innovative work behavior and psychological ownership. The sample consisted of 307 employees working in four organizations in India. The results show that while creditor ideology predicted relational psychological contract, perceived organizational support emerged as the predictor of both relational and transactional contract. In terms of the outcomes of psychological contract, while transactional psychological contract emerged as a significant predictor of psychological ownership as well as innovative work behavior, relational psychological contract emerged as a significant predicator of only psychological ownership. Managerial Implications of the study are discussed.

PurposeThe purpose of this paper is to investigate, within a non‐western context, the impact of the psychological contract, relational psychological contract (RPC) and transactional psychological contract (TPC), on organizational commitment (OC) as mediated by transformational leadership (TL). In addition, the paper also explores contractual status: does the theory fit, whether one is employed on a full or part time basis.Design/methodology/approachThe empirical part of the article is based on self‐administrated questionnaires completed by 433 respondents from across a range of service industries in the UAE.FindingsThe results indicate that both RPC and TPC are positively related to TL. The study did not identify any meaningful relationship between TL and OC. The study also suggests that TL has, at best, only a partial mediating role in relation to the RPC, TPC, and OC. As respondents' contractual status was employed as a control moderator, the paper can also report that part versus full time employment does not influence the outcome regarding the aforementioned relationships.Research limitations/implicationsThe findings suggest that practitioners and academics alike should note that the nature of the psychological contract employed will impact commitment and retention. Also, consistency of approach is very important when one is searching for sustainable employee commitment. The principle limitations associated with this research relate to the self reporting nature of the study: it both negates meaningful triangulation and qualitative interrogation of the results. Further, the industry level, services, and investigation precludes inter industry comparison, and the context, the UAE, may limit the generalizability of the findings.Originality/valueThe paper contributes to the literature by being the first to study the mediation effect of TL on the relationship between RPC, TPC, and OC within a non‐western context. In addition, it also suggests that there may be some value in considering employee contractual status with regard to psychological contract and commitment.

The knowledge contribution of members is essential and beneficial to both the business and users of online health communities (OHCs). This study explores and tests the effects of OHC users' psychological contracts on their community identification and knowledge-sharing behavior. A total of 362 valid responses from several well-known OHCs in China are used in the data analysis. The results of the path analysis with structural equation modeling show that users' transactional psychological contracts have a negative effect on their knowledge contribution both directly and indirectly by weakening their community identification. In contrast, users' relational psychological contracts can lead to increased active knowledge contributions both directly and indirectly by enhancing their community identification. Knowledge sharing self-efficacy can strengthen the relationship between relational psychological contracts and knowledge contributions, and the relationship between community identification and knowledge contributions. However, it has no significant impact on the path from transactional psychological contracts to knowledge contribution. The implications and direction of future works are presented on the basis of the results of the empirical analysis.

The paper has undertaken field investigation on 370 knowledge workers in knowledge-based industries which are located in Pearl River Delta region by structured questionnaire, and verifies that the different influence of psychological contract and reciprocal preference on knowledge sharing willingness, and further confirms that the reciprocal preference plays an intermediary in the relationship between psychological contract and knowledge sharing willingness. The result of analysis shows that: 1) Transactional psychological contract has a negative effect on knowledge sharing; 2) Relational psychological contract has a significant positive effect on knowledge sharing; 3) Developmental psychological contract only has a significant negative effect on the explicit knowledge sharing; 4) The reciprocal preference plays an intermediary role in the relationship between transactional psychological contract, relational psychological contract.

Area of the Study This study seeks to the explore impact of employees‟ personality on their psychological contract in fabric manufacturing industry of Sri Lanka. Problem of the Study The research problem of this study is: Does the personality of the employees have an impact on their psychological contract in fabric manufacturing industry of Sri Lanka? Method of the Study The data were collected from a stratified sample of 196 executive employees in selected fabric manufacturing companies of Sri Lanka and used a structured questionnaire consisting 64 questions with 5 points Likert Scale. Data were analyzed through SPSS computer package and it included univariate analysis and bivariate analysis. Findings of the Study The findings of the study are that extroversion, agreeableness, conscientiousness and openness to experience except neuroticism were negatively and strongly correlated with the transactional psychological contract of executives. And extroversion, agreeableness, conscientiousness and openness to experience except neuroticism were positively and strongly correlated with the relational psychological contract of executives. As the multiple regression analysis, 94.1% of the variation in big five factors explained by the transactional psychological contract and 93.6% of the variation in big five factors explained by the relational psychological contract. Conclusion of the Study It is concluded that personality is an important variable to understand the psychological contracts. This study provides support for filling the gap of theoretical and practical understanding of personality and psychological contract in fabric manufacturing industry which is mainly helpful to retain talents within the organization even though there is a huge market competition. Keywords: Personality, Big Five Personality Factors, Psychological Contract