Dimensions Of Psychological Contract Research Articles

The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates.

Frequent resignation of young workers brings huge costs to the organizational management of enterprises. The frequent turnover behavior is a sign of low career identity, and exploring the paths that influence career identity behaviors is necessary. Previous studies have found that internship satisfaction and the psychological contract can influence career identity behavior. However, the dimensions of the psychological contract are unclear, and it is uncertain whether internship satisfaction can influence career identity behavior through the different dimensions of the psychological contract. This study attempts to expand the concept of psychological contract and construct a multiple mediation model. It aims to analyze the mediating role of different dimensions of the psychological contract between internship satisfaction and career identity behavior. A sample survey was conducted on Chinese fresh graduates by way of the questionnaire survey, and a total of 576 valid questionnaires were collected. Amos 26.0 was used to analyze the data and verify the multiple mediation model. The results showed that psychological contract can be divided into three dimensions: transactional contract, relational contract, and developmental contract. Internship satisfaction can positively influence career identity behavior via the three dimensions of psychological contract, and there are differences in mediating effects among the dimensions. The mediating effect of developmental contract is the highest, relational contract is the second, and transactional contract is the lowest. This article expands the dimensions of psychological contract, emphasizes the importance of developmental contract, contributes to the literature on organizational psychology, and provides scales and empirical evidence for future research. The analysis points out that fresh graduates with long-term development opportunities often show higher career identity behavior. This provides valuable insights for enhancing career identity behavior, improving career sustainability, and assisting organizations in managing human resource mobility.

RESEARCH ON THE INCENTIVE PROBLEMS AND COUNTERMEASURES OF CORE STAFF IN JS BANK FROM THE PERSPECTIVE OF PSYCHOLOGICAL CONTRACT

As a regional joint-stock city commercial bank, JS Bank is faced with huge development problems such as weakening advantages of national and local support policies, weak core competitiveness and declining performance. JS Bank fully recognizes that talent is the source of power for banks to "produce" and "create" better products and services and to win market competition, and core employees who master core technology or have strong management ability are valuable human capital of banks. Through questionnaires and interviews, this research learned several incentive factors in which core employees are not very satisfied with the current incentive mechanism and very dissatisfied with the evaluation. From the perspective of psychological contract transactions, the problems include unreasonable salary structure. From the dimension of psychological contract relationship, the construction of organizational culture is insufficient. From the dimension of psychological contract development, the existing problems are that the promotion channels are not smooth. Based on three dimensions of psychological contract, this study proposes countermeasures to optimize the incentive mechanism. Moreover, from the transaction dimension, the countermeasures are to optimize the salary system. The countermeasures from the relationship dimension are to pay attention to the communication and feedback between superiors and subordinates. In addition, the countermeasures from the development dimension are to perfect the promotion system.

Organizational Citizenship Behaviour and Psychological Contract: The Moderating Role of Ethical Leadership

Purpose: The psychological contract is commonly cited in studies as a precursor to organizational citizenship behavior. While studies in the past have overlooked various forms of psychological contract i.e., relational, transactional, balanced, and transitional This study aims to investigate the effect of various types of psychological contracts on the organizational citizenship behavior.
 Design/Methodology/Approach: This study uses survey method for data collection. The data were collected from employees of electrical sector in Kingdom of Saudi Arabia. In total 400 responses were processed for data analysis. Structural equation modelling technique was used to test hypotheses.
 Findings: the data providing support for the hypothesis used in the study. And it was found that greater levels of organizational citizenship behavior are influenced by both relational and balanced contracts while the transactional and transitional dimensions of psychological contract reduced organizational citizenship behavior. In addition, it also confirmed ethical leadership provides boundary conditions between the influence of psychological contract and organization citizenship behavior.
 Implications/Originality/Value: The outcome is consistent with several earlier studies on psychological contracts and their connection to OCB. The study offers managers a useful understanding of the psychology of employees toward various psychological contract dimensions and how much these elements influence employees' organizational citizenship behavior.

THE INFLUENCE OF THE CONSTRUCTION AND IMPLEMENTATION OF ENTERPRISE PSYCHOLOGICAL CONTRACT ON ALLEVIATING EMPLOYEES' PSYCHOLOGICAL ANXIETY

THE INFLUENCE OF THE CONSTRUCTION AND IMPLEMENTATION OF ENTERPRISE PSYCHOLOGICAL CONTRACT ON ALLEVIATING EMPLOYEES' PSYCHOLOGICAL ANXIETY

GENERATION Y AND GENERATION Z EMPLOYMENT EXPECTATIONS: A GENERATIONAL COHORT COMPARATIVE STUDY FROM TWO COUNTRIES

Generational differences in work values and workplace expectations have become a widely discussed research and intervention topic in recent years. However, little is known about Generation Z, who are now entering the labour market, and this presents challenges to both researchers and companies. Therefore, the primary purpose of the present study is to extend generation research by examining generational cohort differences in workplace expectations, specifically between Generation Z and the previous closest generation, Generation Y. The study is also intended to add to the limited empirical evidence of the workplace expectations of the most recent Generation Z. The theoretical framework guiding this study includes generational cohort theory and anticipatory psychological contract dimensions: job content, career development, social atmosphere, the fairness of organisational policies and rewards. The study was based on an online questionnaire survey. Data was collected from a sample of 1,000 respondents for the Czech Republic and 600 for the Slovak Republic including Generations Y and Z in the ratio 1:1. The generational differences in the workplace expectations, controlling the effects of gender and country, were investigated using multiple linear regression. The overall findings of the study indicate that both generations are more similar than different regarding their future employment expectations. We also find that those preferences may be more heterogeneous within a homogeneous group than across generational cohorts. The findings specifically indicate that some characteristics, such as geographical environment, professional experience and gender may shape employment expectations more than generational difference. The study suggests that companies also need to appreciate heterogeneity within a homogeneous generational group instead of treating current or prospective potential employees simply as members of one generation. The directions of future research, as well as the limitations of the study, are discussed.

Leadership style and psychological contract

This study explores the relationship between leadership style and psychological contract dimensions. The literature suggests that leaders in general and leadership style in particular can influence the psychological contracts of employees. Currently, there is no research as to how leaders perceive such contracts. This qualitative study presents the interview findings of twenty-three leaders working in public and private sector organisations. Differences were found between neutral and transformational leaders. Neutral leaders had a more transactional psychological contract, whereas the transformational leaders had a more relational psychological contract. This study adds to the literature as there is no current framework that considers the relationship between leadership styles with the psychological contract. Overall, the results indicate differences in psychological contract perceptions for different leadership styles.

Psychological Contract and Employee Retention in Private Organizations

The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.

A Study on Effectiveness of Student Professor Relationship

The scholastic field witnesses both teachers and students having the same purpose i.e., learning and to be successful in this they need to strive together. Teacher holds the ever-wavering mind of a student and students themselves believing that they can hold their heads with a small nudge from the outside. Every student/professor in an institution has certain relationship between them so as to achieve their objective. Student-Professor relations make them to get into the interpersonal relation which helps to adopt immediacy by each other. This type of relationship helps the student to behave positively in a college by which they support each other. This article is therefore a modest attempt to provide the subjective experience of the student-professor relationship from various frames of reference viz., psychological contract (mutual understanding between the parties who are satisfying each other's obligation), cultural intelligence, inter personal relationship faculty competency and class room management and also further it helps the professor to understand the student obligation and expectations towards their learning in-turns helps in transformative learning towards sustainable development. For this purpose, loyalty, stability, support expectation and obligation are considered as the dimensions of psychological contract, competence and class room management were considered as the dimensions of behavior whereas cultural intelligence and interpersonal relationship are considered as dimensions of sustainability. Both primary and secondary data will be collected for this study. Primary data was collected from the selected sample of teaching faculties and students whereas secondary was collected from books, journals, research articles and from conference proceedings.

OTEL İŞLETMELERİNDE PSİKOLOJİK SÖZLEŞMENİN İŞE YABANCILAŞMA VE ÖRGÜTSEL ÖZDEŞLEŞME ÜZERİNE ETKİSİ

The purpose of this research is to determine the impact of psychological contract on work alienation and organizational identification in hotel establishments in Gaziantep state. 285 employees, who work in hotel establishments, have been contacted through a survey for this purpose in Gaziantep. Correlation, regression, t-test and ANOVA analysis have been carried out to establish the relationship between psychological contract, work alienation and organizational identification, to establish the impact of psychological contract on work alienation and organizational identification, to determine the dimensions of whether demographic versatility psychological contract dimensions, work alienation and organizational identification changes or not in hotel establishments. As a result of the analysis, there is a high degree of positive correlation between transactional contract and work alienation and it was determined that there is a weak degree of negative relationship between the relational contract and work alienation. In this context, according to employees who participated in the research increasing transactional contracts is increases work alienation and increasing relational contract is decreases work alienation in hotel establishments. However, independent variables transactional and relational contracts can be explained by dependent variables work alienation and organizational identification.

Knowledge acquisition and effective socialization: The role of the psychological contract

Although studies reveal that acquiring knowledge about a new workplace during organizational socialization leads to better integration, the pathway through which this occurs is not well understood. Previous research has explored the psychological contract as an outcome of socialization. This study explores its role within the socialization process. A total of 161 organizational newcomers undertook surveys at months one and three of tenure, with data used to test a model within which four psychological contract dimensions mediate the relationship between knowledge acquisition and employee outcomes. At month one, organizational and employee promise strength mediated the relationship between knowledge and outcomes. At month three, organizational and employee promise fulfilment mediated this relationship. Findings confirm the role of the psychological contract in the socialization process and suggest that effective integration requires extensive knowledge provision and active employee knowledge acquisition.Practitioner points Acquisition of knowledge about a new work environment during the very early stages of tenure can positively affect newcomers’ attitudes and perceived employment relationships. Learning leads to mutual promises that are perceived to be stronger and more likely to be fulfilled, as well as reduced stress, greater commitment, and greater service quality behaviour. Employers should provide newcomers with information about their role, team, and organization, whilst newcomers should be encouraged to ask questions.

The Impact of Psychological Contract on Organisational Commitment: A Study on Public Sector of Maldives

The purpose of this study is to investigate the impact to psychological contract on the organisational commitment of public sector employees in Maldives. The research draws a sample of 100 respondents from ministry of Youth and Sports, Maldives, using simple random probability sampling technique. A Likert-Scale with 1-5 rating was used to obtain. The Questionnaire distributed included five variables to measure the Psychological Contract construct. These are ‘trust, ‘mutual obligation’, ‘perceived fairness’, and ‘length of contract’. The dependent variable was organizational commitment (affective commitment), which is measured using ‘sense of belonging to the organization’, pride in organization membership’, and meaning associated with the work’. The data collected was processed using the Statistical Package for Social Science (SPSS) version 22.0 for windows. The correlation analysis shows that the dimensions of psychological contract have positive correlation with affective commitment. The main results indicate that psychological contract dimension such as fulfillment of mutual obligations, perceived fairness and length of contract has a positive and significant impact on affective commitment. However this study found that psychological contract dimension, trust in employer has a positive correlation although it does not have a significant impact on affective commitment. implications and suggestion for future researches are discussed.

How Adult Attachment Styles Relate to Perceived Psychological Contract Breach and Affective Organizational Commitment

The current study examines the relationship between adult attachment style and both perceived psychological contract breach and affective organizational commitment in a sample of college students with employment experience. Attachment style is argued to be an individual difference factor that affects how an individual perceives organizational events based on theory and existing empirical research related to adult attachment style. Individuals with insecure attachment styles were predicted to perceive more psychological contract breach and have lower levels of affective organizational commitment. The results reveal that individuals with higher levels of preoccupied and dismissive attachment styles perceived higher levels of psychological contract breach, and preoccupied attachment style significantly and negatively relates to affective organizational commitment. The relationship between attachment style and psychological contract dimensions was stronger for relational than transactional contract dimensions. Evidence is also found that perceived psychological contract breach mediates the relationship between preoccupied attachment style and affective commitment. Future potential research directions are described. The implications of these findings for managerial practice is discussed.

Effectiveness of Psychological Contract A Study with reference to Public Sector Bank Employees in Chennai

Psychological contract is an unwritten contract between employer and employee in order to fulfill their employment obligations. This research paper focuses on the Psychological Contract of employees working in the public sector banks. The aim of this study is to find out the employee’s and managers’ perception towards psychological contract (with special reference to employee and managers working in Chennai city branches). Here the Psychological contract is measured by taking into account Relational, Transactional, and Balanced and Transitional relationship as its four dimensions. The influence of Psychological contract Dimensions on job satisfaction is considered as an important factor in this research Convenient sampling methods was adopted to collect data from Branch managers/and employees in public sector banks. Cronbach’s alpha shows the reliability as .907 in case of employees and .846 in case of Manager psychological contract. Frequency analysis, ANOVA and Neural Network are performed to analysis the data. The result revealed that a cordial relationship between employee and manager leads to better employee satisfaction in public sector banks.

Psychological Contract, Organizational Commitment and Work Satisfaction: Survey of Researchers in Chinese State-Owned Engineering Research Institutions

This research analyzed the effect of knowledge workers’ psychological contract on organizational commitment and work satisfaction. Data was collected thru a questionnaire survey given to 517 randomly selected Chinese knowledge workers in two state-owned engineering research institutions. The questionnaire contained items about the demographic profile of the respondents, psychological contract, organizational commitment and work satisfaction. The last three items were answered using a Likert rating scale ranging from 1 to 5 (strongly disagree to strongly agree). Descriptive statistics of the information on demographics was done together with reliability analysis, Pearson correlation and multiple regression of the data on the last three items on the questionnaire. The two dimensions of psychological contract were found to have a significant positive correlation with organizational commitment and work satisfaction. The three dimensions of organizational commitment were found to have a significant positive correlation with work satisfaction. From the regression model it was found that the fulfillment of knowledge workers’ psychological contract contributed to the development of increased organizational commitment which in turn contributed to increased knowledge workers’ job satisfaction level. This research investigated further the application of psychological contract in Chinese context and bridges the literature gap on analyzing the effects of Chinese psychological contract on work satisfaction through organizational commitment.

Relating employees' psychological contracts to their personality

PurposeThe purpose of this paper is to increase one's understanding of psychological contracts by proposing and testing relationships between employees' personalities and their psychological contracts and to consider the influence of gender on psychological contracts.Design/methodology/approachData were collected from 163 employees in ten organizations. Regression analysis was used to explore the relationships between each of nine psychological contract dimensions plus gender and the Big Five personality dimensions.FindingsIt was found that personality is related to five of the nine psychological contract dimensions and that each personality dimension is related to one or more of the psychological contract dimensions. It was also found that gender had a significant impact on our results. Women held stronger obligation attitudes than did men. The personality of men related to varying obligation attitudes, whereas, women's attitudes did not vary significantly within personality dimensions. The study suggests that employees' psychological contracts may be more emotionally based than cognitively based.Research limitations/implicationsThe self selection of participants limits the generalizability of the results. The data is cross‐sectional precluding inference of causality. The paper assumed a linear career model for participants and did not consider alternate modelsPractical implicationsPersonality would appear to be an important factor in our understanding of psychological contracts, particularly in men. Personality provides a basis for psychological contracts being idiosyncratic. The interaction of personality and gender complicates the psychological contract management process.Originality/valueDespite 17 years of research, the factors underlying employees' idiosyncratic psychological contracts remain to be adequately explored through empirical research. This is the first study that connects employees' personality to their beliefs about employee and organizational obligations. Gender appears to play a role in the development of psychological contracts.

転職経験による心理的契約の異同に関する研究

The present study examined whether turnover experience would affect the nature of the psychological contract between employees and employers. Two reasons exist for this study to look at turnover experience as a determinant of the psychological contract. First, the turnover rate is increasing in Japan, and the need has emerged for the management to work out how to treat newcomers from other organizations. Second, people who can change their employers tend to have some expertise and exhibit considerable bargaining power in their job hunting activities, which may cause differences in the nature of psychological contract between them and those who have continued to stay in the same organizations. The result indicated that some dimensions of psychological contract are differently perceived between the leavers and the stayers. The implications of the study and future directions are discussed.