Employee Psychological Contract Research Articles

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

PurposeThis 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/approachThe 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.FindingsFindings 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/valueThe 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.

The Loyalty of New Generation Employees from The Perspective of Psychological Contract

The proportion of the post-90s generation of employees in the enterprise is higher and higher, and they are increasingly becoming the main force for the future operation and development of the enterprise. At present, the turnover rate of the younger generation of employees is significantly increased, and their loyalty to the enterprise is obviously lower than that of the older employees. Therefore, the loyalty of the new generation of employees to the enterprise is a matter of great concern to the human resources department of the enterprise. Not only small and medium-sized enterprises, but also large-scale enterprises are also facing the problems caused by the low loyalty of the new generation of employees. In the face of the turnover rate of the new generation of employees, it is very necessary to understand the basic situation of such employees and analyze the factors affecting turnover, especially from the aspects of psychological needs, emotional needs and interpersonal relationships. Only employees can clearly feel that the enterprise can fulfill its commitments and realize its wishes, Achieve balance and improve their loyalty to the enterprise from the perspective of psychological contract. This paper takes the new generation of post-90s employees of Internet data service enterprises as the research object, starting from the relationship between employee psychological contract and employee loyalty, analyzes the impact of psychological contract on the loyalty of the new generation of post-90s employees, and finds the way to improve employee loyalty from the perspective of psychological contract.

Psychological contract of employees in family-owned hotels: the role of talent management practices

PurposeThis study aims to analyse how talent management practices in family-owned hotels contribute to their employees' fulfilment of their psychological contract.Design/methodology/approachSemi-structured interviews were conducted with 30 employees working at three different family business hotels in Sharm El-Sheikh, Egypt. Moreover, thematic analysis was undertaken on the collected data resulting in four major themes.FindingsThe findings revealed that stimulating employees to fulfil their psychological contract towards their family-owned hotels leads to several benefits. First, it leads to talent management practices that support crisis management, sustainability and resilience. Second, it contributes to empathy towards or at least a deep concern for the future of work in the hospitality sector. Third, to fulfil their psychological contract, employees, particularly non-family members, require inclusive talent management and ongoing training programmes tailored to prepare them to meet current and future challenges in the hospitality sector.Originality/valueTo the best of the authors' knowledge, the present study is the first study to empirically investigate the relationship between talent management practices and the psychological contract of employees in family-owned hotels, especially in developing economy context of Egypt. Also, it is one of the pioneering studies to unpack these dynamics for family as well as non-family employees.

Organisational support: Associations with psychological contracts and turnover intention in the South African food manufacturing industry

The study examined the role of employee perceived organisational support (POS) in the relationship between employee psychological contract (PC) and turnover intention (TUI). The participants comprised employees in a South African (SA) food manufacturing company (n= 385 employees; female = 33.8%; age range 35 to 44 years; mean period tenure = 13 years, SD = 10.98 years), who completed the Perceived Organisational Support Scale (POSS), the Psychological Contract Scale (PCS), and the Turnover Intention Scale (TIS). Hierarchical regression results indicated that POS was associated with low transactional psychological contract (PC-T) and TUI levels. Additionally, the results indicated that POS to be associated with a higher level of psychological contact (PC-R) and lower TUI. Furthermore, the results indicated that females, older, and longer tenure, as well as higher level of formal education were associated with higher psychological contact and lower turnover intention. The findings are consistent with social exchange theory and organisational support theory in respect of creating a trusting work environment. By implication, employees with a high relational psychological contract type and perceived high organisational support, may have a higher organisational commitment and hence lower intent to quit.

How Does the Labor Protection Law Affect Sustainable Economic Growth: An Empirical Analysis Based on Psychological Contract Perspective.

This article studied the influence of Labor Contract Law and employee psychological contract on enterprise investment and sustainable economic growth. The results indicate that the Labor Protection Law has no significant influence on the investment of state-owned enterprises. In the early stage of the implementation of Labor Protection Law, the Labor protection Law will observably reduce the investment level of private enterprises, and this effect is more obvious in labor-intensive industries and small and medium-sized enterprises. However, in the later stage of the implementation of Labor Protection Law, the impact of Labor protection Law on the investment of private listed companies is weak. The results indicate that the Labor protection Law increases the illegal costs of private enterprises, reduces the flexibility of employment, and ultimately reduces the investment level of enterprises. Moreover, our article examines the impact of the Labor protection Law on regional economic growth, and finds that the Labor protection Law will significantly reduce the regional GDP growth rate in China, and this effect is mainly reflected in the regions where private enterprises provide more jobs and the proportion of private economy is high. This article takes China’s emerging markets as the background, on the one hand, expands the relevant research on labor market friction from the viewpoint of enterprise investment and economic growth, on the other hand, provides new evidence for state-owned enterprises to fulfill social goals.

Green Intellectual Capital and Organization Sustainable Performanc: Mediating & Moderating Mechanism

Sustainability is the call of the day and frequently discussed topic among academic researchers. Organization strives to accumulate tangible and intangible resources to achieve the goal. However, how these resources are seen and attributed by individual employee to shape their own behavior that ultimately contribute to organizational sustainable performance. to fill this lacuna, by using the lens of experiential learning theory (Kolb, 1984, 2014) this study developed and test a model explaining the effect of green intellectual capital on sustainable performance via employee organizational citizenship behavior towards environment. The study also highlighted the employee psychological contract as a boundary condition that inhibit or contribute to employee OCBE and ultimately to organization’s social and environmental performance. The finding suggests positive association between GIC and organizational social and environmental performance both directly and directly. Further the findings ensured psychological contract as boundary condition that strengthen the relationships when fulfilled. Theoretical and Practical implications are discussed, along with suggestions for future research are proposed.

Political skill and cross-cultural adjustment among self-initiated expatriates: the role of host employer's psychological contract fulfillment

PurposeUsing social influence theory, this study examines the relationship between self-initiated expatriates' (SIE) political skill, as a measure of their social effectiveness, and cross-cultural adjustment (CCA). It also tests whether the host employer's psychological contract (PC) fulfillment mediates this relationship.Design/methodology/approachPartial least square structural equation modeling (covariance-based SEM) technique is employed to analyze a sample of 209 SIEs.FindingsThe study finds SIEs' political skill positively and significantly associated with SIEs' work-related adjustment. The relationship with interactional adjustment is only marginally significant. It also finds that SIEs' PC fulfillment mediates the relationship between SIEs' political skill and work-related adjustment. The mediation is marginally significant for the relationship between SIEs' political skill and general living adjustment.Originality/valueThe study adds to the literature on expatriates' skills and CCA by theorizing and testing the hitherto unexplored role of SIEs' political skill in their work and non-work CCA. It also theorizes and examines the host employer's PC fulfillment as a mediating mechanism, through which SIEs' political skill facilitates their CCA. Finally, it advances the literature on political skill by testing the construct's application in the cross-cultural and non-work domain.

Qualitative Job Insecurity, Negative Work-Related Affect and Work-to-Family Conflict: The Moderating Role of Core Self-Evaluations

Job insecurity has become one of the most prominent job stressors for employees. This study focuses on qualitative job insecurity (QJI) and its spillover effects to the family domain. Despite a positive association between QJI and work-to-family conflict revealed in the literature, research on why and when QJI is related to work-to-family conflict is limited. Drawing from Conservation of Resources theory, this paper empirically examines the mediating role of negative affective process underlying the relationship between QJI and work-to-family conflict as well as the moderating role of core self-evaluations in this process. A four-wave survey study was conducted in a sample of 126 Chinese employees. The results showed that psychological contract violation and job dissatisfaction mediated the relationship between QJI and work-to-family conflict. Unexpectedly, core self-evaluations were found to strengthen (not attenuate) the positive relationships of QJI with employee psychological contract violation and job dissatisfaction.

The role of talent management and employee psychological contract on employer branding: a pragmatic conceptual model

PurposeThe purpose of the article is to investigate the role of talent management and employee psychological contract on employer branding and to develop a pragmatic conceptual model while identifying gaps between core concepts.Design/methodology/approachThe archival method was adopted along with systematic review based on Khan et al.’s (2003) five steps of systematic literature review. The systematic review has enclosed published research articles between 1960 and 2022 in fields of human resource management (HRM), brand management and psychology. In total, 260 Articles were initially scrutinized, and 230 were systematically reviewed finally to explore core concepts, identify gaps and model development.FindingsThis study explored five gaps among key concepts based on systematic review and linked theories, namely, social exchange theory and signaling theory. A conceptual model has been developed to explore the impact of talent management on employer branding with mediating and moderating role of employee psychological contract.Research limitations/implicationsThis study is limited to conceptual model development; nevertheless, there is enormous scope for empirically testing the model related to various global contexts in future studies.Originality/valueThe developed conceptual model is a vibrant contribution for future investigations of impact of talent management on employer branding with mediating and moderating role of employee psychological contract in diverse global contexts in wining “war for talent.” This study endows a momentous input to whole frame of HRM knowledge because it discourses significant knowledge gaps amongst relationships and effects of identified variables, which has not been formerly revealed.

Reinventing employee morale during Covid Pandemic: Study of psychological contract and job satisfaction of healthcare professionals

Abstract: Purpose: The purpose of the study is to comprehend and appraise the impact of employee morale during the COVID pandemic on psychological contract and job satisfaction of healthcare professionals in Indian private Hospitals. Research methodology: The study adopted an empirical analysis. A structured questionnaire was adopted based on the Scale for assessing psychological contract by Rousseau (2000) for collecting primary data through a survey from doctors and nurses in selected private hospitals. Results: The results suggest that managing the healthcare system by focusing on the insight of employee psychological contract and job satisfaction can improve employee morale during crisis conditions like the COVID-19 pandemic among the doctors and nurses in the healthcare sector. Limitations: Due to COVID 19 pandemic, it was difficult to get responses from healthcare professionals. Contribution: This paper aims to support the healthcare sector by recommending the building of employee morale and fulfilling the psychological contract to achieve job satisfaction of healthcare professionals in the healthcare sector. Keywords: 1. Commitment 2. COVID 19 3. Healthcare 4. Mental health 5. Psychological contracts 6. Strategies

Psychological contract dynamics in the context of organizational change

Dynamics of psychological contracts have rarely been explored. This study investigates trajectories of employee psychological contracts in the context of organizational change in a sample of 546 employees in five firms across three waves. Drawing on event system theory and social exchange theory, organizational change events are expected to moderate the relationship between employer and employee perceptions of psychological contracts. The results show that downsizing, more than reorganization, affects psychological contract dynamics. Employees re-interpret the employer perception of the psychological contract in the context of organizational change and adapt their contributions and perceived employer obligations. The results demonstrate the benefit of distinguishing different types of organizational change and different dimensions of psychological contract content when investigating psychological contract dynamics.

Exploring the employee psychological contract from an organisational view: a study with Turkish managers and business owners

Exploring the employee psychological contract from an organisational view: a study with Turkish managers and business owners

Psychological Contract Breach and Organizational Deviance Behaviour: Mediating Role of Professional Commitment

This study was carried out to measure the direct impact of employees’ psychological contract breach on organizational deviance behavior and professional commitment, direct impact of professional commitment on organizational deviance behavior, and mediating role of professional commitment in the relationship between psychological contract breaches to organizational deviance behavior. As the respondents, 426 employees working in Nepalese non-profit making organization (i.e. international non-government organization working in Nepalas well as national level non-government organization) were surveyed.
 were drawn from the analysis of crosses sectional perceptual data adopting quantitative research method, deducting reasoning approach and positivist research philosophy. Regression analysis, after the confirmatory factor analysis, revealed that (a) employee’s psychological contract breach was positively associated with organizational deviance behavior, (b) employees psychological contract was negatively associated with professional commitment, (c) employees’ professional commitment was negatively associated with organizational deviance behavior, and (d) professional commitment mediated the relationship of psychological contract breach to organizational deviance behavior. Moreover, regarding effect size, the direct effect size of psychological contract breach to predict organizational deviance behavior was .86, and an indirect effect through professional commitment was -.12.Based on the study's conclusion, numbers of theoretical implication and practical implications are suggested.

Workplace Deviant Behaviour in Response to Breach of Psychological Contract: The Mediation Effect of Moral Disengagement

With the increased instances of deviant behaviours, there is a pressing need to explore its instigating variables. This article explores the influence of Breach of Psychological Contract (BPC) on two dimensions of workplace deviant behaviour namely, organisational deviance and interpersonal deviance through the mediating role of moral disengagement, a construct whose role has not been studied in the literature. The study is to explore the socio cognitive reaction of employees when the social exchange relationship between employer and employee is disturbed. It focuses on the fact that promises made to the employees matter. The data were collected from 248 employees working in private sector in India with at least one year of experience and analysed using Structural Equation Modelling and Mediation model developed by Baron and Kenny (1986) and Hayes (2008). Cross sectional study design is followed. The results show that Breach of Psychological Contract significantly affects both types of workplace deviant behaviour (organisational and interpersonal) with moral disengagement partially mediating the relationship. The conclusion drawn from the study will guide the managers to focus on maintaining psychological contracts for establishing a healthy social exchange relationship between employer and employee. It will help them to not go overboard with false promises and design their policies in such a manner that employee's psychological contracts are fulfilled. Use of moral disengagement as a mediator will highlight the importance of studying socio-cognitive reaction of employees to certain actions of the organisation.

Motivation and retention of teachers in private secondary schools in Kenya

Employee retention has become a key focus of the human resource professional agenda. Organizations and schools have come to the conclusion that money could be saved by reducing employee turnover. However, studies have been inconclusive on motivating factors that lower employee retention. The main objective of this study was to determine the influence of motivation on the retention of employees in secondary schools in Kenya. Based on an exhaustive review of literature, three constructs of motivation were taken into consideration namely management. The major hypothesis of the study was that motivation significantly influences the retention of teachers in private secondary schools. To test the hypothesis, three sub-hypotheses were developed; compensation significantly influences employee retention; supervision significantly influences employee retention and psychological contract significantly influences employee retention. A mixed methodology approach was adopted and data was collected using a structured questionnaire and a structured interview guide. Descriptive statistics including frequencies, correlation analysis, and linear regression were applied to test the research hypotheses. The regression results indicate that motivation is causing a 7.0 percent variation in retention, implying a weak relationship. The weak relationship can be explained by poor salaries, authoritarian supervision, and breach of the psychological contract.

The Role of Employee Human Resources Attribution on Developing Psychological Contract and Turnover Intention in Hong Kong

The purpose of the study is to illustrate how the human resources (HR) practices affecting the employee outcomes, this study used the concept from social and behavior science with HR management, which were attribution theory and psychological contract, to show how employees perceived the information differently. It further suggested how the process affected the performance of the employees, which illustrated through presenting their turnover intention in this model. In order to test the model, a quantitative survey was designed and conducted through snowball sampling. Multiple linear regression analysis model was used in this study to examine the data sets and tested the hypotheses. The result of this study showed how employees perceived the information could dramatically affect their reaction, as well as employee outcome. Furthermore, this study suggested that relational and transactional psychological contract was not a distinct concept, which subverted the past research regarding the types of psychological contract. This study could be used in operation management as the managers should pay attention of how they designed the HR practices could directly affect the employee outcomes and productivity. Limited research focused on the process operating in employees mind and the antecedents of psychological contract leading to certain employee outcomes. This study not only filled up the research gap but also presented the employee attribution and psychological contract concept in a complete manner by linking the variables in the model.Keywords: employee attribution, psychological contract, turnover intention, black box theory

Effect of Psychological Contract on Employee’s Performance with Employee Engagement as Mediator

Employee performance is effected by employee psychological contract fulfillment and breach with employee performance as a mediator. The written or non spoken psychological contract of a corporation or an organization is not discussed clearly in past studies with employee engagement . Fulfillment of this contract is obliging to learn the organization whole motives. Default and incongruence theory has been discussed. This Research is cross sectional based on a survey Research and for data analysis data has been collected from one hundred and ten employees of different organizations with personally administered questionnaire using Likert scale. The conceptual frame work show some hypothesis .For analysis Regression analysis and correlation analysis with validity test have been used to see the relationship and effect of independent variables on reliant on variables. Results of this study show spiritual contract Fulfillment stimuli employee engagement which results in better employee performance in an organization. Consequences for theory and practice have been discussed with directions for future.

Exploring frontline employee-customer linkages: a psychological contract perspective

Although the concept of psychological contract provides a valuable tool to explore frontline employees and customer relationships, this has received little research attention. To address this gap, we develop an integrated model anchored on social exchange theory and a set of research propositions which link together Human Resource Management (HRM) practices delivered by line managers, frontline employee psychological contract, frontline employee customer-oriented behaviors, and customer psychological contract fulfillment, eventually predicting customer outcomes. We also stress the moderating role of service climate and organizational identification, as well as the control effects played by frequency of interactions, nature of product/service, and frequency of purchase of the product/service. Our analysis offers useful theoretical and managerial implications, as well as directions for further research.

Idiosyncratic deals in less competitive labor markets: testing career i-deals in the Greek context of high uncertainties

This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) between the timing of negotiation and career i-deals (idiosyncratic deals), moderated by feelings of self-worth; (2) between career i-deals and OCB, mediated by psychological contract fulfillment, and employee organizational commitment; and (3) between employer and employee psychological contract fulfillment, mediated by employee organizational commitment. To do so, it utilizes the social exchange theory, and a sample of 1768 employees working within 162 private organizations in the current context of high economic and financial uncertainties in Greece. Using a comprehensive framework tested by structural equation multilevel modeling, the study conclusions imply that in the less-competitive labor market of Greece, (a) core self-evaluation (CSE), which reflect individual differences, do not moderate the relationship between timing of negotiation and career i-deals, but independently predicts career i-deals; (b) career i-deals influence psychological contract expressed in promises fulfillment (PF); employee organizational commitment constitutes the binding epicenter of the relationships between employer and employees PF and between career i-deals and OCB. Based on these findings, the study has several theoretical and practical implications for high uncertainty contexts.

Pelaksanaan Employer Branding PT. Arya Noble

This research entitled “The Implementation of Employer Branding by PT. Arya Noble” is a descriptive study with qualitative data that focuses on knowing the employer branding process carried out by PT. Arya Noble in forming the image “to be an excitement place to grow and creating values”. This study aims to discover how is (1) the employer value proposition is developed by PT. Arya Noble, (2) the external marketing stage of the employer brand conducted by PT. Arya Noble, (3) the internal marketing stage of the employer brand conducted by PT. Arya Noble. This research used positivism paradigm with descriptive qialitative methode. Data collection techniques used include moderate participative observation, in-depth interviews, and literature study. The data validity technique uses source triangulation. The results of this research revealed that (1) The EVP by PT. Arya Noble consist company culture “The Now Values” as a basic guideline for employees to behave, the use of Top-Down management style to increase performance, the use of OKRS system in performance appraisal, as well as consumer impression on the Sub-Business Unit, (2) The external marketing stage is carried out by using online and offline tools to form attractions and build awareness to the public, both for those who were looking for a job or not. So they would understand and join the company, (3) The internal marketing stage is carried out through training activities, rewards, and internalisation of “The Now Values” culture to the employees in order to improve the performance as well as employees psychological contract towards the company. The conclusion is company has done all of the employer branding process. However there are shortcomings that need to be overcome on every step like employment image, gamification and career tab on website, advertising campaign, and also the application for company culture.