Impact Of Psychological Contract Research Articles

The impact of psychological contract and organizational commitment on the performance and productivity of employees in Luxor and Aswan hotels from the employees’ view

The impact of psychological contract and organizational commitment on the performance and productivity of employees in Luxor and Aswan hotels from the employees’ view

The impact of psychological contracts on knowledge sharing in startups

Drawing upon established theories such as exchange theory, social capital, reasoned action, and psychological contracts, this scholarly article aims to delve into the intricate dynamics of how psychological contracts impact individual motivations to share knowledge, consequently influencing the outcomes of startups. Employing a qualitative research approach, the study utilised in-depth personal interviews and focus groups to gather data, which was subsequently subjected to meticulous content analysis using the NVivo software. The research adopted a triangulation approach, considering data from startups across diverse industries and varying levels of maturity, with insights gleaned from the perspectives of founding partners, directors, and employees. It is important to note that most existing studies predominantly focus on well-established organisations of various sizes, primarily within Anglo-Saxon countries. In contrast, this study pioneers an examination of how psychological contracts affect knowledge sharing in multi-levels: (i) micro - individual, (ii) meso – intra organisational, and (iii) macro – inter organisations, specifically within startups from emerging economies, thereby taking into account their unique idiosyncrasies. The findings shed light on employees' primary perceptions of their obligations and the organisation’s commitments. Moreover, they unveil how contextual and situational factors influence the advance of social relations and subsequently impact knowledge sharing within startups, directly affecting individual and organisational outcomes.

Invigorating the hospitality industry: What is the impact of psychological contract and psychological capital on employee commitment?

Orientation: The coronavirus disease 2019 (COVID-19) pandemic has impacted all industries on a global scale. Specifically, the hospitality industry, being one of the largest industries in the world, has been affected by the decline in all forms of travel and tourism because of lockdown regulations instituted by governments.Research purpose: In recovering from the devastating impact of COVID-19, it is imperative that the hospitality industry retains committed employees to revitalise and rebuild the industry.Motivation for the study: The study reports on the impact of psychological contract and psychological capital on employee commitment within accommodation establishments.Research design, approach and method: The study followed a quantitative research approach and a survey as data collection method. A structured questionnaire was administered to nine graded accommodation establishments in the two main economic hubs of the Free State province, namely Bloemfontein and Clarens. Data were analysed by partial least squares structural equation modelling (PLS-SEM).Main findings: The results revealed that psychological contract has a statistically significant relationship with employee commitment. There was also a statistically significant relationship recorded between optimism and employee commitment, but no statistically significant relationships between hope, self-efficacy, resilience and employee commitment.Practical/managerial implications: Rational contracts have the highest predictive power towards employee commitment. This emphasises the importance of developing and maintaining constructive relationships in accommodation establishments.Contribution/value-add: The study was conducted during COVID-19, and thus, provides insight into the impact of psychological contract and psychological capital on employee commitment during the time of crisis and disruption.

Impact of Psychological Contract on Employee Turnover in the Healthcare Sector

The study examines the mediating role of personality traits on the relationship between psychological contract and turnover intention of Healthcare professionals. The aim is to evaluate the relationship between PC and personality traits of healthcare professionals in private hospitals' and analyse the relationship of personality traits on turnover intention. The study adopts an empirical research design and the sampling frame constitutes doctors and nurses from private hospitals. The data collection sources were primary and secondary. Statistical tools such as Cronbach's alpha, Independent samples T-tests, Regression and Correlation were used. The findings shows that psychological contract has a significant positive relationship with employee turnover intentions. The practical relevance includes critical theoretical connections between doctors' and nurses' psychological contracts, personality traits, and intention to leave the profession (turnover). The findings have consequences for healthcare professionals' management, especially in the current context of the COVID pandemic.

The Impact of Psychological Contract on Employees’ Loyalty of Private Higher Education Institutions: A Case Study of the Arab Academy for science, Technology, and Maritime Transport (AASTMT)

Purpose – The purpose of this paper is to examine the relationship between psychological contract, employee's loyalty and organizational trust. Moreover, the study clarified the moderating effect of organizational culture on the relationship between psychological contract and employee's loyalty. Finally, the study shows the mediating effect of organizational trust on the relationship between psychological contract and employee's loyalty. Design/methodology/approach – This study is based on questionnaire method distributed on employees working at a private education institution; which is Arab Academy for Science, Technology and Maritime Transport (AASTMT). Findings – Results based on a structural equation modeling for data analysis indicated that psychological contract has significant effect on both employee’s loyalty and organizational trust and there was a significant relationship between Organizational Trust and Employees Loyalty. Furthermore, the significant moderator role of organizational culture and organizational trust. Practical implications – The findings are important to enable decision makers to Studying this topic will lead to necessary understanding of the root cause of psychological contract violation in the Egyptian environment, enable organizations to build and maintain the necessary mutual trust with employees. As well as open, the research field to others to study the variables and other aspects that contribute to maintaining the success of the organizations and institutions operating in Egypt. Research limitations– The primary limitation of this study is the scope of its sample.

Impact of psychological contract in knowledge sharing: A case study from Industrial Cluster Enterprises

Psychological contract plays a critical role in knowledge sharing. In this paper, we have analyzed the influence of psychological contract and affective commitment to knowledge sharing in China. After using AMOS software for data processing by employing data on the questionnaire, which indicated that there are high consistency and stability and good convergence validity and construction reliability among variables, the multiple Ordinary Least Square(OLS) method was utilized in the study. There are 183 questionnaires were received in the experiment. After analysis, 157 questionnaires were valid for the research; the effective recovery rate was about to 86%. Based on the study, the conclusion could be conducted that the relationship contract and development contract of enterprise technical staff have positive impacts to knowledge sharing, On the contrary, the transaction contract has a negative impact to knowledge sharing.

Impact of Psychological Contract on Organizational Commitment

The paper examined the impact of psychological contract on the organizational commitment by studying the impact of independent variables of organizational policies, work environment and organizational compensation structure. The respondents chosen for this study include software developers and associated functional representatives. The sample size was 56 while purposive sampling technique was used for data collection. The findings indicate that there is a definite positive impact of psychological contract on the organizational commitment with the variables organizational work environment and organizational compensation structure dominating over organizational policies. The limitation that surfaced from the study is the small sample size and the application of descriptive statistical technique. The future scope of study is the inclusion of breakdown of the variable organizational work environment and organizational compensation structure which would provide detailed findings into these main variables.

Influence of psychological contract on workplace bullying

Abstract A few decades back, organizations were very much targeted towards profit, productivity, performance and turnovers. But now some organizations are only concerned about their employee's well-being and satisfaction for better performance in their organization. In this esteem, researchers and organization are considering various factors which improve their employee satisfaction, employee well-being, employee productivity, employee morale, employee performance, employee behavior and attitude in the work environment. To increase this relationship between employee and employer, many scholars and management are focusing on various areas like, organizational justice, career satisfaction, employee Work Performance, employee and employer relationship in workplace, consequences of psychological contract, and effects of psychological contract on job outcomes and violation of psychological contract. Based on the many literature, there is a need for research on workplace bullying especially to know its impact is due to psychological contract violation in industries. Various researchers have undergone to know the behavior outcome of workplace bullying in other sectors like hospitality, service, IT Industry, etc. The purpose of this review research is to look at impact of psychological contract on workplace bullying among employees.

The Impact of Psychological Contract on Organizational Citizenship Behaviour: An Investigation on Banking Sector in Eastern Province, Sri Lanka

The Impact of Psychological Contract on Organizational Citizenship Behaviour: An Investigation on Banking Sector in Eastern Province, Sri Lanka

Impact of Psychological Contracts on Organizational Changes

Impact of Psychological Contracts on Organizational Changes

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.

Status and the True Believer: The Impact of Psychological Contracts on Social Status Attributions of Friendship and Influence

This article examines how the fulfillment of obligations viewed as essential to an individual’s relationship with his or her employer (i.e., the psychological contract) affects attributions of friendship and influence within the organization. Drawing on social exchange theory and self-categorization theory, we hypothesize that individuals who fulfill relational obligations will receive more friendship nominations from others in the organization, whereas individuals who fulfill ideological obligations will receive more influence nominations. In contrast, we hypothesize that those who fulfill transactional obligations will receive fewer friendship and influence nominations. We also predict that individuals who hold similar beliefs about their relationship with the organization will be more likely to nominate similar coworkers as friends or as influential in the organization, and that ideological contract similarity may provide a more compelling rationale for influence nomination than transactional or relational contract similarity. We tested our framework in two samples and find support for these general hypotheses. Our findings suggest that positions of status and influence in ideologically oriented organizations may accrue to “true believers,” i.e., those whose contracts with the organization are construed in ideological terms. Accordingly, this study has important implications for research on psychological contracts and social influence.

Affective commitment in industrial customer‐supplier relations: a psychological contract approach

PurposeThe purpose of this conceptual paper is to develop the construct of affective commitment in business‐to‐business relationships between customers and suppliers, as well as to introduce the psychological contract as a central antecedent to affective commitment.Design/methodology/approachA review of the literature on psychological contracts and relationship marketing relating to affective relationship commitment was conducted to make a theoretical contribution in a buyer‐supplier relationship context.FindingsBy focusing on the individual and incorporating relevant mental processes, theories on affective commitment have been developed. A model and propositions concerning the impact of psychological contracts on affective relationship commitment are suggested, where the psychological contract plays a central role in mediating the effects of several antecedents to affective commitment.Research limitations/implicationsBy focusing on the individual's role in affective relationship commitment, this paper contrasts with much of the earlier research, which has used the firm as the unit of analysis. For practitioners, using such an approach will provide a more realistic view of the dynamics in the relationship.Originality/valueThis study makes two main contributions. First, it develops conceptual clarity of the affective commitment construct by putting a clear focus on the individual. Second, it proposes a model that describes the influence of several antecedents to affective commitment, suggesting a central role of psychological contracts in explaining the presence of affective commitment in business‐to‐business relationships.

The impact of psychological contracts on trust and commitment in supplier‐distributor relationships

PurposeThe nurturing of trust within firm‐customer relationships highlights the significance of social exchange theory in helping to explain the relational paradigm. By focusing upon this theory it was hypothesized that psychological contracts also play an important role in helping manage customer relationships. The principal purpose of this study is to explore the role of the psychological contract within the firm‐customer relationship, and its effects on trust.Design/methodology/approachA sample of 343 distributor firms within the motorized vehicle industry was used to test a model developed on the basis of social exchange theory.FindingsPsychological contracts are perceptual in nature and encompass reciprocal obligations stemming from the relational marketing efforts between suppliers and distributors. This construct was shown to have a positive impact upon the level of trust and commitment within the relationship; however, perceived violations of the contract terms were found to reduce the distributor's level of trust.Originality/valueGiven that trust was found to increase commitment, these findings have important managerial implications as they show that psychological contracts will erode important customer relationships if not factored into the customer decision‐making processes within the firm.

The impact of psychological contracts upon trust and commitment within supplier–buyer relationships: A social exchange view

Central to this study is the emerging body of knowledge describing how social exchange relationships are being nurtured. A random sample of 343 Australian distributor firms from within the motorized vehicle industry was used to test a model developed on the basis of social exchange theory. Psychological contracts are perceptual in nature and were found to encompass reciprocal obligations stemming directly from the relational orientation between suppliers and distributors. This construct was also shown to have a positive impact upon the level of trust and commitment within the relationship. These findings have significant managerial implications for the manner in which managerial decision makers are modelling the firm–customer relationship because trust and commitment are essential elements in the development and maintenance of such relationships. The theoretical and managerial implications discussed have highlighted the need for further studies because there are deficiencies in the marketing literature pertaining to this important construct.