Psychological Contract Fulfillment Research Articles

Exploring Relationship of High-performance Work System with Knowledge Workers' Work engagement through Indirect and Indirect Effects

This research work was undertaken to examine how the implementation of a high-performance work system (HPWS) affected the level of work engagement in Indian knowledge workers by observing the both direct and indirect effects. Research was carried out involving 202 knowledge workers from India. The study employed an online survey to gather information from the participants, and the data was obtained through a structured questionnaire. According to the study's findings, Indian knowledge workers recognized and valued the advantages of an HPWS (High Performance Work System) that embraced employees’ participation in important decisions, receive ongoing training and development, access pertinent information and knowledge, and have access to a well-structured performance evaluation system. Furthermore, the study demonstrated that Indian knowledge workers also acknowledged their level of engagement in their work, indicating a willingness to take on challenges, voluntarily assist colleagues and supervisors, and fully engage with their tasks. In general, HPWS reported for 35 per cent of the variability in job engagement and exhibited a positive connection with work assignment. The study's findings also showed that HPWS reported for 31 per cent of the alteration in psychological contract fulfillment, 22 per cent of the variance in workers' perceived organizational support in terms of resources, and 33 per cent of the variance in organizational identity among Indian knowledge workers. Notably, constructs like ‘psychological contract fulfillment,’ ‘organizational identity’ and ‘perception of job resources’ influenced the Indian knowledge workers’ ‘work engagement.’ Also, findings showed that in the context of Indian knowledge workers, factors such as the ‘psychological contract fulfillment,’ ‘perception of job resources,’ and ‘organizational identity’ played a role as partial mediators between High-Performance Work Systems (HPWS) and knowledge workers’ ‘work engagement.’ Moreover, 'job satisfaction' acted as a perfect intermediary or mediator between 'fulfillment of psychological contract' and 'work engagement'.

Employee perceptions of hotel CSR initiatives and job satisfaction: exploring organizational identification, psychological contract fulfillment and attachment styles

PurposeThis study offers an empirical framework for how hotel employees CSR perceptions affect their job satisfaction by incorporating the parallel mediating roles of organizational identification and psychological contract fulfillment. In addition, it examines the moderator effects of employees' CSR-induced attributions on the constructed mediated model, providing a powerful lens through which to evaluate when and how employees' CSR perceptions influence organizational identification and psychological contract fulfillment.Design/methodology/approachThe study use PLS-SEM techniques to analyze a sample of 520 employees from 49 luxury hotels with 4–5 stars in Khanh Hoa province, Vietnam.FindingsThe results show that CSR positively influences job satisfaction through the mediating role of psychological contract fulfillment and organizational identification. Besides, attachment styles also play moderator role in the relationship between CSR and psychological contract fulfillment/organizational identification.Practical implicationsThe discoveries elucidated within this research endeavor proffer actionable discernments to be earnestly contemplated by professionals entrenched in the hotel industry, earnestly aspiring to ameliorate the contentment of their workforce and, concomitantly, augment the overarching efficacy of their organizational operations.Originality/valueThis study provides human resource departments with insights and suggestions for maximizing the efficacy of CSR implementation in the hotel industry.

Exploring the interplay between job resources, employee engagement, and adaptive job performance with a focus on psychological contract fulfillment

Purpose This study aims to discuss relationship between job resources and employees adaptive job performance. Using the job demands-resource (JD-R) theory, the paper examines the mediating role of work engagement in the relationship between job resources and adaptive job performance. The study also explores the moderating role of psychological contract fulfillment. Design/methodology/approach The study is based on data gathered from 254 employees of hospitality sector in Pakistan through a Web-based survey. The statistical verification conducted through using partial least squares structural equation modeling. Findings Findings has confirmed that job resources positively related to employees’ adaptive job performance. Furthermore, the mediation effect is explained by employees’ work engagement. Interestingly, employee psychological contract fulfillment moderated the positive relationship between job resources and employees’ work engagement. Originality/value The present study expands the previous research that validates the assumptions of job demand-resources theory into hospitality employees to harness job resources with employees’ engagement and performance as well as highlight the role of psychological contract fulfillment.

Unveiling the interplay between leadership behavior and leader well-being: a person-centered approach

PurposeDrawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.Design/methodology/approachThe profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.FindingsLPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.Originality/valueThe person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

Effect of Psychological Contract on Employee Turnover Intention: Moderating Role of Select Demographic Variables

Since the inception and the spread of COVID-19 from March 2020 in India, companies have experienced a rapid increase in the rate of unemployment as well as employee turnover intention. However, though employer appears to have additional power due to high unemployment levels, but it’s also been balanced by employees having new and more alternatives over whom they get employed due to extensive adoption of remote working by all the companies. Employees are highly satisfied at the workplace, prone to get retained with the organization, develop faith in the organizational system only if there is fulfillment of their psychological contract; employer’s showing concern for employees. This study aims to examine the relationship between psychological contract and employee turnover intention for the employees working in general insurance companies in India. The study further explores the moderating effect of select demographic variables for the relationship between psychological contract and employee turnover intention. These demographic variables are considered as independent groups and their moderation effect relationship between Psychological Contract and Employee Turnover Intention is tested with the help of SMART PLS software. The findings are insightful and will pave the way for the insurance companies to retain the employees by reducing their employee turnover intention and focusing on fulfillment of psychological contract.

The Influence of Job Security and Psychological Contract Fulfilment on Organisational Citizenship Behaviour in Indian Private Life Insurance Sector

The goal of the article is to empirically link the employment security to the employee’s organisational citizenship behaviour (OCB) with examining the impact of psychological contract fulfilment (PCF). The discretionary behaviour of the employees towards the organisation and towards other employees of the organisation is very crucial as this is the element which affects the productivity of the employees in the organisation and how much an employee is attached to his organisation is related to his OCB which he exhibits. This study proposes to interpret and examine the associations between psychological contract and OCB and job security (JS) in the Indian Life Insurance sector so as to raise the light for the managers in Life Insurance sector to improve JS, providing a better experience in terms of psychological contract which will improve their citizenship behaviour. The Life Insurance companies are at a struggle point of retaining their talented manpower as this sector is the budding sector of India which is growing at a rate of 32% annually. For this, promising the JS is the tool in their hand which will directly impact their OCB also and hence their performance will also boost up. Data was collected from 288 full time employees of private life insurance companies and then structural equation modelling was applied to study the relationship. The results demonstrate the positive and significant relationship of JS and PCF on the OCB in the private life insurance sector.

Temperament cardinal to psychological contract fulfilment: a review

Temperament cardinal to psychological contract fulfilment: a review

The Effect of Psychological Contract Fulfilment on Innovative Work Behavior—An Investigation of Skilled Service Workers

The Effect of Psychological Contract Fulfilment on Innovative Work Behavior—An Investigation of Skilled Service Workers

So lucky to be paid on time! Downward social comparison and gratitude in crisis economy psychological contracts

In this article the authors investigate how high unemployment and sustained economic crisis influence employee beliefs regarding their employers’ psychological contract (PC) obligations. Based on 32 semi-structured interviews with Greek white-collar employees, the authors compare PC changes among workers with pre-crisis work experience and others whose entire work lives coincide with the crisis. The majority of participants perceive their employer to exploit the crisis, demanding more of workers while offering them less. Those participants who remained with their pre-crisis employer held more positive perceptions. At the same time, social comparison and sense of gratitude influence how individuals interpret their employee–employer obligations. These factors buffer how individuals interpret their employer’s PC fulfillment in the crisis economy.

Role of safety-specific transformational leadership in fostering extra-role behaviors through psychological contract fulfillment among frontline workers during COVID-19

Objectives. The emergence of COVID-19 has drastically changed the safety outlook of how the work world is viewed by leaders and followers. In this backdrop, the current study aimed at extending the safety leadership literature in the context of organizations operating in crisis situations by investigating the impact of safety-specific transformational leadership on the followers’ extra-role behaviors through the mediation of psychological contract fulfillment. Methods. Using a time-lagged and multisource design, data were collected from 384 frontline rescue and healthcare workers dealing with COVID-19-related situations. Results. Results revealed that safety-specific transformational leadership behavior positively affects extra-role behaviors of frontline employees by enhancing their innovative work behavior, knowledge sharing behavior and organizational citizenship behavior. Also, psychological contract fulfillment plays a bridging role in translating the impact of safety-specific transformational leadership behavior on extra-role behaviors. Conclusion . The followers working in an unsafe context view the safety concern of their leader as a fulfillment of their unwritten expectations from their employers. Implications of these findings along with limitations and future research directions are also delineated.

Cross-Level Influence of Group-Focused Transformational Leadership on Organizational Citizenship Behavior among Chinese Secondary School Teachers.

The organizational citizenship behavior of teachers holds paramount significance in elevating school organizational effectiveness and sustaining competitive advantage. To address this, this study examines the cross-level influence of group-focused transformational leadership on organizational citizenship behavior among secondary school teachers. This exploration includes investigating the mediating role of individual-level psychological contract fulfillment and the moderating impact of group-level collectivism. An empirical investigation involving 1162 secondary school teachers in China was designed for this purpose. The results demonstrate that group-focused transformational leadership significantly positively impacts teachers' organizational citizenship behavior. Moreover, this relationship is positively moderated by collectivism at the group level, suggesting a stronger effect of transformational leadership on organizational citizenship behavior in more collective-oriented groups. Additionally, the findings reveal that psychological contract fulfillment at the individual level mediates this cross-level relationship, providing evidence for its role in translating leadership's influence to organizational citizenship behavior. The findings underscore the significance of concentrating on group-focused transformational leadership, cultivating a collectivist atmosphere, and guaranteeing the fulfillment of psychological contracts as pivotal strategies for bolstering organizational citizenship behavior among teachers.

Hotel employees’ intention to stay through psychological contract fulfillment and positive emotions in post-lockdown era

ObjetivoEl estudio tiene como objetivo investigar la intención de los empleados de hotel de permanecer en la industria con el papel mediador del cumplimiento del contrato psicológico y el papel moderador de las emociones positivas y la posición ocupada (empleados de primera línea v/s directivos) en la era post-cierre patronal.MetodologíaEl estudio ha seguido un enfoque cuantitativo con un diseño transversal. Se contactó con 414 encuestados del sector hotelero a través de métodos online y offline. Los datos se analizaron mediante el método de mínimos cuadrados parciales con Smartpls 3.0.ResultadosLos resultados sugieren que el apoyo organizativo percibido y la confianza del supervisor tuvieron un buen impacto en el cumplimiento del contrato psicológico y contribuyeron positivamente a la capacitación psicológica. Además, el empoderamiento psicológico influyó positivamente en el bienestar psicológico y el bienestar psicológico influyó positivamente en la intención de permanecer en la industria hotelera. El cumplimiento del contrato psicológico medió positivamente en la relación entre el apoyo organizativo, la confianza en el supervisor y el empoderamiento psicológico. Las emociones positivas moderaron positivamente la relación entre el cumplimiento del contrato psicológico y la capacitación psicológica. El análisis multigrupo reveló que los directivos y los empleados de primera línea percibían de forma diferente el cumplimiento del contrato psicológico y el bienestar psicológico.OriginalidadEl estudio es uno de los pocos que exploran la intención de permanecer en la industria hotelera integrando la teoría del intercambio social, la teoría del apoyo organizativo y la teoría de ampliar y construir en circunstancias posteriores al cierre.

Psychological Contracts at Different Levels: The Cross-Level and Comparative Multilevel Effects of Team Psychological Contract Fulfillment

Taking a multi-level perspective on the psychological contract (PC), this study investigates the overlooked but critical role of team psychological contract fulfillment in shaping team and individual-level affect and outcomes. It examines the dynamics associated with employer PC Fulfillment (PCF) to the team and compares them to the dynamics regarding employer PCF of the individual’s own psychological contract. Guided by psychological contracts and self-regulation theories, we surveyed 504 individuals in 69 retail organization teams at two time periods. At the team level, findings support an indirect effect of team PCF on both team engagement and average turnover intention through affective climate. Similarly, at the individual level, we find an indirect effect of individual PCF on both engagement and turnover intentions through individual affect. Tests of scalar and configural similarity across levels support functional isomorphism between individual and team PCF relationships with engagement, while turnover intention is more highly related to individual than to team PCF. Last, we observe cross-level effects of team PCF on the relationship between individual PCF and turnover intentions. We present implications for multi-level PC theory, research, and practice.

Effects of Person–Environment Fit on Users’ Willingness to Contribute Knowledge in Virtual Brand Communities

Virtual brand communities and users’ knowledge contributions have become strategic resources for enterprises. It is of great significance to explore the driving mechanism of users’ willingness to contribute knowledge in virtual brand communities to promote the sustainable development of enterprises. Previous studies on the potential drivers of users’ willingness to contribute knowledge placed a great emphasis on either communities or users alone but overlooked the synergistic effects generated by both. Therefore, the purpose of this study is to investigate the effects of person–environment fit on users’ willingness to contribute knowledge. Based on two theories, we develop and test a mediation model to investigate the effects of person–environment (P–E) fit and psychological contract fulfillment on users’ willingness to contribute knowledge in virtual brand communities. Hierarchical regression methods and bootstrap analysis were used to examine data collected from 287 online survey responses. The results indicate that the three constructs of P–E fit, including values–culture (V–C) fit, needs–supplies (N–S) fit and demands–abilities (D–A) fit, have significant positive effects on users’ willingness to contribute knowledge, and transactional and relational psychological contract fulfillments partially mediate these relationships. We provide some theoretical contributions to explore users’ willingness to contribute knowledge in virtual brand communities, and practical implications are also offered. The limitation of this study is that it does not consider the influence of users’ willingness to contribute with regard to actual contribution behavior.

Proselytizing your employees into university brand evangelists: an empirical test from the higher education sector in Tanzania

ABSTRACT Although the majority of firms nowadays formulate their strategies based on corporate social responsibility, the current literature in higher learning institutions (HLIs) raises questions about the role of Corporate Social Responsibility (CSR). HLIs are now expected to shift their focus away from philanthropic endeavors and instead transform their strategies by adopting responsible approaches in management practices and service delivery. This study aims to develop and test a conceptual model to investigate whether HLIs adopt and implement a long-term perspective that involves internal stakeholders, specifically employees, in their branding strategies, with the goal of enhancing their positive impact on society. Drawing on existing literature, the study selects indicators of internal CSR and develops a structural model that predicts the causal relationship between internal CSR and university brand evangelism among employees. The statistical analysis technique employed is structural equation modeling, applied to a sample of 477 employees from public universities. The analysis confirms the proposed hypotheses in the conceptual model. Consequently, the results lead to the conclusion that internal CSR acts as a driver of university brand evangelism through the psychological contract fulfillment among employees in HLIs. Based on these findings, the study provides important recommendations and suggests future research areas in the field.

Blessing in Disguise? Remote Work Modality and Psychological Contract Fulfillment

Blessing in Disguise? Remote Work Modality and Psychological Contract Fulfillment

Psychological Contract Fulfillment and Employee Creativity in a Chinese Context

Psychological Contract Fulfillment and Employee Creativity in a Chinese Context

Demystifying the catalytic role of retention strategies and psychological contract in the health-care sector

PurposeThis paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals.Design/methodology/approachThe current study is an empirical research. The study was conducted by receiving responses from a sample size of 190 respondents who participated in the Doctors and Nurses’ survey.FindingsThe study results show the relationship between PC and the retention strategies of employees in hospitals. The research found that employees try to be committed to the hospital due to the image of the hospital and career development opportunities. Creating a sense of commitment among the employees towards their job and organisation, making to feel pride in the job, creating an attitude among the employees, a willingness to advocate the benefits and advantages and satisfaction among the employee towards the job and organisation.Research limitations/implicationsWith a population of more than one million employees (Doctors and Nurses) in the Indian health-care sector, the sample needs to be more adequate. However, these limitations present scope for future studies on this topic bearing on the aspiration for generalisation of the findings on the entire population.Practical implicationsThe study has strong practical implications in strengthening the relationships by identifying the factors of PC and influencing the retention strategies of health-care professionals in the hospital.Originality/valueThis research explores the changing dynamics of the Indian health-care sector. Health-care professionals may perceive and react differently to the retention strategies and policies of the HR system in the health-care sector and have more expectations of PC fulfilment that enhance their capability to use professional skills and resources in the realisation of their organisational goals.

Inclusive Leadership and Psychological Contract Fulfilment: A Source of Proactivity and Well-Being for Knowledge Workers

Proactivity is a particularly important attribute of knowledge-intensive companies, where work that requires enhancing the potential of knowledge-intensive employees in a sustainable working environment is crucial. Another important challenge for these firms is to account for the increasing importance of the functioning of the cognitive mechanisms leading to the increased well-being of knowledge workers following the implementation of a psychological contract. The aim of this article is to identify the relationship between inclusive leadership, the fulfilment of a psychological contract, two dimensions of well-being (workplace and life-related well-being), and knowledge workers’ proactivity. Based on survey data collected using the CAWI method from 1000 knowledge workers employed in Polish companies in the business services sector, the research hypotheses proposed in this study were tested using a stepwise equation-modelling (SEM) technique, which resulted in a model containing all the main constructs. The results obtained indicate that inclusive leadership positively relates to the fulfilment of the psychological contract. Furthermore, the fulfilment of the psychological contract positively associates proactive working behavior with the wellbeing of knowledge workers. Along with proactive work behavior, two dimensions of well-being were examined as outcome variables. Our analysis also shows that knowledge-intensive organizations, intending to develop the proactivity of their employees and nurture a high level of well-being in their lives and in the workplace, should ensure that they fulfil the expectations and obligations of the psychological contract. One way to achieve this is for managers to employ an inclusive management style, which supports an atmosphere of a safe working environment in a diverse setting and allows employees to feel comfortable sharing their opinions and ideas. The study of inclusive leadership in the context of knowledge-intensive organizations provides human resource professionals and employee managers with important insights into how inclusive leadership can effectively contribute to the psychological contract, which, consequently, will lead to proactive work behavior and improve employees’ workplace and life-related well-being.

Organisational Factors, Fulfilment of the Psychological Contract and Quality of Patient-Care in Public Hospitals

The study examined the impact of hospital organisations structure-related factors, namely, decentralisation, coordination and work autonomy, on perceived levels of psychological contract fulfilment of medical employees and the reported quality of patient care in not-for-profit public hospitals which are (a) attached to a teaching institution and (b) those which are only involved in providing medical services (railways non-teaching). The study was conducted on a sample of paramedical staff in both types of hospitals (N=200) in northern India dirough questionnaire method using five-point Likert-type scales. Responses of participants were statistically analysed through computation of correlation and stepwise regression analysis using SPSS programme. Results highlighted the importance of ‘co-ordination’ as the salient structural factor diat predicted perceived levels of psychological contract fulfilment and reported levels of quality of patient care in both types of hospitals. Mediator effects of perceived psychological contract fulfilment (PCF) on the relationship between the structural factors and quality of patient care through hierarchical regression analysis revealed that PCF mediated die prediction of quality of patient care by decentralisation and work autonomy only in the public (non-teaching) hospital but failed to mediate the prediction of quality of patient care by ‘coordination’ in both types of hospitals. Findings highlighted the significance of co-ordination among various specialities and departments in hospitals as the single factor that can be promoted by hospital administrators for increasing perceived contract fulfilment among their paramedical staff and their quality of patient care.