Effect Of Psychological Contract Fulfillment Research Articles

Social capital, psychological contract fulfillment and buyer-supplier collaboration: the moderating roles of guanxi orientation and market uncertainty

Purpose Drawing on signaling theory and social capital theory, this study aims to examine the underlying mechanisms and contingencies of the relationships between social capital (SC) and collaboration in buyer-supplier relationships (BSRs). This is achieved by evaluating the mediating effect of psychological contract fulfillment (PCF) and the moderating roles of guanxi orientation and market uncertainty. Design/methodology/approach The current study used a survey method to collect data from 271 buyers in China. Structural equation modeling (SEM) and moderated regression analysis were applied to examine the hypotheses. Findings The positive effect of structural and relational SC on buyers’ collaborative behaviors is partially mediated by buyers’ PCF. In contrast, the positive effect of cognitive SC on collaboration is fully mediated by buyers’ PCF. Guanxi orientation strengthens the indirect effect of buyers’ PCF on the cognitive SC-collaboration relationship and relational SC-collaboration relationship. Market uncertainty amplifies the relational SC-collaboration relationship. Originality/value Prior studies have presented mixed evidence of the effect of SC on collaboration and have paid little attention to the underlying mechanisms and conditions moderating the effect. This research proposes a theoretical model that integrates signaling theory and social capital theory to explore how three dimensions of SC can enhance buyer collaboration through buyers’ PCF under different levels of guanxi orientation and market uncertainty.

Employment expectations: examining the effect of psychological contract fulfillment on bridge employees' personal and work attitudes

PurposeIn this study the authors examine whether bridge employees tend to hold non-standard jobs, and if so, whether non-standard job choice is deliberate. Moreover, the authors examine whether fulfillment of employment expectations affects the personal and work attitudes of bridge employees.Design/methodology/approachThe authors' research and hypotheses are supported and developed through psychological contract theory. The authors collected data from 195 bridge employees, employed in a variety of jobs, through an online survey. Hypotheses were tested using hierarchical multiple regression.FindingsThis study suggests that some bridge employees may engage in non-standard employment deliberately. Moreover, we show that fulfillment of perceived obligation by employers (psychological contract) is associated with personal and work attitudes (life satisfaction, job satisfaction, affective commitment, normative commitment and intentions to stay) of bridge employees.Research limitations/implicationsWhile this study supports psychological contract theory as an important framework for understanding bridge employment, sample size, cross-sectional data and a lack of diversity in the sample limit causality, generalizability and data robustness. Future research should strive to replicate and extend the current findings.Practical implicationsThe present study underlines the importance of designing jobs to meet the expectations of bridge employees. Also, it highlights the preference of bridge employees to engage in non-standard employment.Originality/valueThe authors extend bridge employment research by empirically examining the relationship between unmet employment expectations and the personal and work attitudes of bridge employees.

The Effect of Psychological Contract Fulfillment and Spirituality in the Workplace towards Lecturer Performance in Research

The Effect of Psychological Contract Fulfillment and Spirituality in the Workplace towards Lecturer Performance in Research

The Relationship Between Transactional Leadership and OCB: A Conditional Analysis of Organizational Justice Perception and Psychological Contract Fulfillment

Understanding the depth of leadership and its effects on organizational outcomes have been a topic of complex nature, attracting scholars, and practitioners alike. This becomes more vital for tourism industry, where extent of competitive rivalry is extremely high as employees are vital in this sector. The current research examines the relationship between transactional leadership and organizational citizenship behavior of employees in tourism-related businesses. Furthermore, this study assumes that psychological contract fulfillment can moderate the relationship between leadership and perception of organizational justice, which can then mediate employees’ citizenship behaviors. Current research takes place in Lebanon, where the industry of tourism is highly important. Empirical evidence yielded from data analysis has shown support for moderating effect of psychological contract fulfillment on leadership and perception of justice linkage. This strengthens the perception of justice within the firm, which further proven to be of significance in terms of mediating transactional leadership and extra-role behaviors of employees. Theoretical development as well as practical implications have merged to aid the literature as well as managerial levels of tourism sector.JEL Classification: D23, M12, Z32

Impact of Psychological Contract Fulfillment on Employee Outcomes: Mediating Role of Affective Commitment

This research examine the effect of psychological contract fulfillment on employee outcomes including employee turnover intentions and employee constructive voice behaviors; whereas affective commitment was utilized as a mediator to examine the intensity of its effect on the relationship among psychological contract fulfillment and employee outcomes. The convenience sampling method was used. Data was gathered through onsite administration of a survey from individuals working in banking sector of Pakistan. The Psychological Contract Fulfillment Scale (Conway & Briner, 2002), Affective Commitment Scale (Meyer, Allen, & Smith, 1993), Employee Turnover Intentions Scale (Kuvaas, 2006) and Employee Constructive Voice Behaviors Scale (Van Dyne & Lepine, 1998) were used. The findings depict psychological contract fulfillment had negative relationship with employee’s turnover intention whereas it was positively linked with employee’s constructive voice behaviors. Further results revealed affective commitment significantly mediate relationship between psychological contract fulfillment and employee outcomes such that fulfillment of psychological contract positively contributes towards affective commitment levels among workforce which eventually increases constructive voice behaviors and lower turnover intentions among employees within an organization.

Authentic leadership and career satisfaction: the meditating role of thriving and conditional effect of psychological contract fulfillment

PurposeThis study aims examine the impact of authentic leadership on the career satisfaction of hospitality employees through the lens of thriving. The two components of thriving, that is, learning and vitality, are tested as mediators, and psychological contract fulfillment is tested as a boundary factor.Design/methodology/approachData are collected using an online survey through the Qualtrics panel service in the USA. Structural equation modeling and an invariance test are conducted to investigate the framework.FindingsThe findings show that authentic leadership can determine career satisfaction through the influence of learning and vitality. Moreover, psychological contract fulfillment exerts a conditional effect on this mediation.Practical implicationsThe findings of this study extend the understanding on authentic leadership and its impact under specific conditions. This study offers several meaningful recommendations to hospitality managers on how to influence employees’ career success to maintain sustainable performance. Detailed approaches include establishing practices for regular and authentic leadership development, increasing attention on employee thriving states and addressing employee psychological contracts.Originality/valueThis study enriches research on authentic leadership and career management in the hospitality industry. Moreover, this study provides meaningful insights by examining the relationships between authentic leadership, thriving, career satisfaction and psychological contracts.

Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

Effect of Psychological Contract Fulfillment, Employee’s Job Satisfaction on Organizational Performance: Evidence from Ghana

This paper aimed at examining the effects of employees’ psychological contract fulfillment, employees’ job satisfaction on organizational performance from some selected companies on the Ghana Stock Exchange (GSE). Many Companies today have invested more into their organization to achieve Psychological Contract between them and their employees, and other important stakeholders of the company. Random sampling was used to select top employees from selected companies on the Ghana Stock Exchange. Structured questionnaires were used for the collection of data. Based on the analysis, the researcher realized that there is a significant positive relationship between psychological contract fulfillment and employee’s job satisfaction. It also revealed that there is a significant positive relationship between psychological contract fulfillment and organizational performance. Finally, the research revealed that, there is a significant positive relationship between employee’s job satisfaction and organizational performance.

Compensation systems attributes and teachers performance: Mediating effect of Psychological contract fulfillment

Higher education institutions (HEIs) play a role in building a knowledge economy, but doing so requires dedicated, well-educated and well-performing teachers, so teachers' performance (TP) has become an issue for developing countries. This research evaluates the impact of compensation system schemes on teachers' performance in the universities of Pakistan in order to explain the mediating role of psychological contract fulfilment (PCF). A nationwide survey of 52 HEIs in Pakistan was conducted using the random sampling probability technique. After the data collection, mediation was checked using quantitative research methods, including correlation, regression, multiple mediation, and process. This study analyses the importance of psychological contract fulfilment in mediating the relationship between compensation systems attributes (CSAs) and teachers' performance and suggests that psychological contract fulfilment mediates the relationship between compensation system attributes and teachers' performance. This study confirms and extends existing empirical evidence concerning the basis of the CSAs-PCF-TP relationships. The current study helps higher-education authorities and other policymakers to realign their compensation systems to create stronger relationships between compensation and psychological contract fulfilment to teacher's performance, which will help them to attain their sustainable development plans.

A Study on the Effect of Psychological Contract Fulfillment on the Volunteer Satisfaction

A Study on the Effect of Psychological Contract Fulfillment on the Volunteer Satisfaction

An integrative model of information security policy compliance with psychological contract: Examining a bilateral perspective

Organizations are trying to induce employees to comply with information security policy (ISP) as organizational damage of information breach incidents gets serious. Many previous approaches to ISP compliance have focused on security technologies. However, researchers in this area agree that technology approach is not sufficient so that other approaches such as behavioral and social are required. This study suggests the integrated research model including ISP compliance antecedents and psychological contract fulfillment. The study investigates the mediating effect of psychological contract fulfillment between perceived costs and ISP compliance intention comparing supervisor and supervisee groups. The results show that psychological contract fulfillment can mitigate the negative effect of costs on ISP compliance intention in supervisor group. Employees also anticipate complying with ISP when they recognize the benefits of ISP compliance. This study could shed more lights on the ISP compliance area by integrating and examining ISP compliance research model with psychological contract as a social factor.

The Effect of Labor Contracts on the Psychological Contract Dynamics among Chinese Migrant Construction Workers

Well-developed employment relations should be clearly defined in psychological, economic and legal dimensions. The purpose of the present paper is to examine the effect of psychological contract fulfillment on the migrant workers' job involvement and job performance, and how the interaction between psychological contracts and labor contracts dynamically influences migrant workers' job involvement and job performance. Using a sample of 305 supervisor-subordinate dyads in 33 construction sites, the results showed that job involvement fully mediated the relationship between psychological contract fulfillment and job performance. Further, the labor contract status moderated the relationship between psychological contract fulfillment and job involvement, such that the positive relationship was stronger for migrant workers who did not sign a labor contract, compared with those who did. Theoretical and practical implications of these findings are discussed.

Examining the effect of psychological contract fulfillment on organizational commitment and intention to leave

Examining the effect of psychological contract fulfillment on organizational commitment and intention to leave

A Job Embeddedness Perspective on Responses to Psychological Contract Fulfillment

Integrating job embeddedness theory (Mitchell, Holtom, Lee, & Erez, 2001) and recent formulations of different types of stayers (Hom, Mitchell, Lee, & Griffeth, 2012), the present investigation tested a moderated-mediation model, in which job sacrifices mediates the effect of psychological contract fulfillment (PCF) on extra-role behaviors when employees have better fit and more links in the organization. That is, promised inducements become sacrifices that bind employees to the organization. Sacrifices, in turn, translate into greater extra-role contributions when other intrinsic forces, such as fit or links, are also boosting employees’ desire to stay. Data from 149 employees and their immediate supervisors supported our predictions: PCF was related to increases in perceived sacrifices, which, in turn, was related to increases in OCB-O and work-role innovation among employees with more links and better fit (“embedded engaged stayers”; Hom et al., 2012). The present findings broaden and enrich our understanding of why PCF results in positive employee responses. Implications of these findings for theory and practice are discussed.

The effect of psychological contract fulfillment on manager turnover intentions and its role as a mediator in a casual, limited-service restaurant environment

Job satisfaction is the most consistent predictor of turnover intention; however, its correlation with turnover intention in most studies is modest. Leader–Member Exchange (LMX) has not proven to be a reliable predictor of turnover intention. Meanwhile, the psychological contract has emerged as a useful framework for understanding the employee/employer relationship. In the present research, which utilizes a sample of managers in a casual, limited-service restaurant environment, a structural equation model is developed in which psychological contract fulfillment serves a mediating role between LMX and turnover intention. Psychological contract fulfillment is also found to be a statistically significant predictor of turnover intention. Findings from the study suggest that management turnover may be mitigated if organizational leaders develop strong relationships with their managers based upon respect, trust and mutual obligation and then utilize these relationships to understand and fulfill the unwritten contract perceived to exist between the firm and its management personnel.