The Relationship between Psychological Contract and Work Engagement of the Post-95s: Mediation of Psychological Capital and Moderation of Organizational Commitment

Abstract

The post-95 employees generally enjoy more comfortable material living conditions, have more diverse value needs, and have a stronger sense of autonomy. The purpose of their work is not limited to satisfying or improving their own quality of life, but includes the realization of their professional value, meaning of life and achieving a healthy balance in life and work. This study explored the relationship between psychological contract, psychological capital, organizational commitment and work engagement of the post-95 generation. In this study, the research framework was established and research assumptions were made based upon the expectation theory and the comprehensive theory model. This study employed the method of literature review and questionnaire survey, in which the key informants were 590 post-95 workers. The results of the study found that psychological contract positively affected work engagement; psychological contract positively affected psychological capital; psychological capital positively affected work engagement; and psychological capital played a mediating role between psychological contract and work engagement. The results of the study suggest that the organizations should establish a psychological contract with employees, regularly understand employees' psychological states and expectations, and create an organizational environment that cultivates a positive psychological state atmosphere.