Influence Of Psychological Contract Research Articles

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.

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.

KONTRAK PSIKOLOGIS DAN WORK ENGAGEMENT DALAM MENINGKATKAN KEPUASAN KERJA DI PT ADHIKARYA

This study aims to test whether there is influence of psychological contract and work engagement to job satisfaction. The sample of this research is 53 employees of Head Office of PT Adhi Karya (Persero) Tbk. with non-probability sampling method and incidental sampling technique. Multiple regression analysis is used as a technique to analyze data and test hypotheses. The results from this study is that there is a positive and significant influence between the psychological contract on job satisfaction, the positive and significant influence between work engagement to job satisfaction and positive influence and significant correlation between psychological contract and work engagement simultaneously on job satisfaction.

Psychological Contract, Reciprocal Preference and Knowledge Sharing Willingness

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.

The Impact of Learning and Development Initiatives on the Retention of Engineers in Malaysian Firms

The study sets out to explore the role of L&D (organizational and individual) factors within engineering firms, based on the social exchange theory, a popular framework about psychological contract and maintenance of the employee- employer relationship. Testing these concepts with Malaysian engineers and managers, the current research will explore the extent to which organizations provide effective learning and development initiatives that counter commitment by creating a sense of obligation through professional growth. The notion of psychological contract will be used to conceptualize engineers’ intention to stay and is seen as mediating the relationship between learning and development opportunities and engineers’ intention to stay. Ten (10) manufacturing companies will be invited to fill up the questionnaire. These questions offer the possibility for identifying L&D factors which will influence the retention of Malaysian's engineers, as well as the influence of psychological contract on this relationship. Based on these results, it would be possible to identify the challenges of employee retention and the mismatch between L&D professionals and retention strategies, with engineer's needs, wants, and expectations (psychological contract) in relation to their retention.

The Influence of Psychological Contract and Organizational Commitment on Hospitality Employee Performance

Our purpose in this study was to identify the determinants of employee performance at international hotels in Taiwan. We developed a comprehensible structural model consisting of 4 latent variables and 16 indicators, in order to build a complete and integrated picture of the relationships among job satisfaction, psychological contract, organizational commitment, and job performance. Participants were 361 employees at chain international hotels in Taiwan. The results indicate that there is a significant indirect effect of job satisfaction on job performance which is mediated by psychological contract and organizational commitment. Suggestions for researchers and practitioners in the field are provided.