Relational Psychological Contract Research Articles

Exploring the impact of inclusive leadership on proactive work behavior in nonprofit organization: The mediating role of the relational psychological contract

AbstractThe study aims to provide empirical evidence to explain the relationship between inclusive leadership and proactive work behavior through the mediating role of the relational psychological contract in nonprofit organizations (NPOs). The data were collected from 6751 employees employed at one of the largest NPOs in Poland. The data collection was done through the Computer‐Assisted Web Interview technique. The quantitative results obtained were analyzed by structural equation modeling based on partial least squares regression. The study outlined the mechanisms through which inclusive leadership impacts employees' proactive work behavior. The evidence of a direct and positive relationship between the variables studied was intended to illuminate the role of inclusive leadership and the relational nature of the psychological contract in building proactive work behavior. In addition to the direct effects, the results of the current study add to existing evidence on the mediating role of the relational psychological contract linking inclusive leadership and proactive work behavior. Our research findings make a valuable contribution to the field of inclusive leadership and its influence on proactive work behavior among employees in the nonprofit sector. The study establishes direct and indirect connections through effective mechanisms. Its theoretical contribution refers to the approach in which a relational psychological contract has been adopted as the mediating variable in the relationship between inclusive leadership and proactive work behavior in the nonprofit sector. Moreover, the study provides managers of NPOs with important insights into how inclusive leadership can effectively motivate employees to engage in proactive work behaviors. It demonstrates that the push for diversity necessitates explicit supervisory attention in order to foster an inclusive environment in which the potential benefits of diversity can be realized.

Does Spiritual Intelligence Impact Relational Psychological Contract among Teachers?

Does Spiritual Intelligence Impact Relational Psychological Contract among Teachers?

The Atypical Forms of Employment Acceptance by Polish Full-Time Employees as per Modern Labour Market Rules in an EU-Country Context

This manuscript is dedicated to atypical forms of employment which are a response to transactional relations between the employee and the employer on the modern labour market. The general research question is whether employees who accept atypical forms of employment (or “AFE”; readiness to providing work) obtain benefits in the form of high employability and well-being as well as low levels of job insecurity. The assumptions and the research scheme are new compared to previous studies. A quantitative CAWI study was conducted on a sample of Polish full-time employees (N = 543), as potentially voluntarily declaring their acceptance of AFE. In addition, well-being was operationalised according to C. Ryff ’s approach as a sense of agency in the creation of the professional environment. The respondents were divided into two groups – those accepting AFE and those accepting traditional, long-term employment, in reference to the concept of transactional and relational psychological contract. The regression analysis shows that the first group had a high level of employability. However, they achieved low levels of well-being, and job insecurity was not significant. These are individuals in managerial positions in the private sector. On the other hand, the group that accepts the traditional form of relationships are public sector employees and have high job insecurity only. An important determinant of the acceptance of AFE is the so-called “Big Five trait” openness. In addition, the level of acceptance decreases with age. Gender and education are not statistically significant. The focus in this paper on full-time employees, and the benefits of AFE, fill the research gap in this area. It also delivers recommendations for labour market practices and policy on how to support employees on the modern labour market in EU countries.

Does workplace ostracismce lead to counterproductive work behavior in healthcare employees: the role of transactional and relational psychological contract breach

Does workplace ostracismce lead to counterproductive work behavior in healthcare employees: the role of transactional and relational psychological contract breach

PERAN KONTRAK PSIKOLOGIS KONSUMEN TERHADAP BRAND LOVE DAN POSITIVE WORD OF MOUTH DALAM MEMENGARUHI REPURCHASE INTENTION KONSUMEN BENGKEL MOBIL X

The purpose of this research is to analyze the influence of Transactional Psychological Contracts, Relational Psychological Contracts, Brand love, Positive Word of Mouth, and Repurchase Intention on Bengkel Mobil X. This research uses a quantitative approach, data collection is carried out through the distribution of online questionnaires to 230 respondents who have met the criteria. The sampling technique used is non-probability sampling. In this study, the results of data processing were tested using Smart-PLS 3.0. The results of this study show that Transactional Psychological Contact and Relational Psychological Contracts have a positive and significant influence on Brand love and Positive Word of mouth, likewise with Brand love and Positive Word of mouth towards Repurchase Intention.
 Keywords: Transactional Psychological Contracts, Relational Psychological Contracts, Brand love, Positive Word of mouth, Repurchase Intention.

THE IMPACT OF ORGANIZATIONAL MOBILITY PREFERENCE ON COMPULSORY CITIZENSHIP BEHAVIOR

Based on the social exchange theory and the boundaryless career perspective, this study used a questionnaire method to examine the mechanism by which employees' preferences for organizational mobility influence their obligatory citizenship behavior. The results showed that: (1) employees’ organizational mobility preference positively predicted their compulsory citizenship behavior; (2) employees’ preference for organizational mobility had negative and positive effects on employees’ relational and transactional psychological contracts, respectively; (3) both relational and transactional psychological contracts partially mediated the influence of employees’ preferences for organizational mobility on their compulsory citizenship behavior, with the mediation effect of transactional psychological contract being stronger; (4) organizational development support positively moderated the mediation effect of transactional psychological contract, but the moderating effect of organizational development support on the relationship between employees’ preferences for organizational mobility and relational psychological contract was not significant.

Psychological Contracts and Employee Voice: Does Breach Matter?

Empirical evidence shows that the type of psychological contract and psychological contract breach affect employees’ work behaviours. One of these behaviours is employee voice, which is a key to organisational dynamics. This research aims to determine empirically the ways in which different types of psychological contract are linked to different types of employee voice, and the ways in which psychological contract breaches affect these relationships. The paucity of literature on the relationship between all three variables necessitated this research. The research targeted South African employees working in medium to large organisations with a staff component larger than 60. In a cross-sectional survey, the respondents were asked to answer a questionnaire on psychological contracts, psychological contract breach and employee voice. Correlation and regression analyses were used to test the relationships and the moderation effect of psychological contract breach on the psychological contract–employee voice links. A total of 620 respondents returned completed questionnaires, which showed acceptable psychometric properties. Relational psychological contracts correlated with promotive dimensions of employee voice, while transactional psychological contracts and psychological contract breach correlated with prohibitive dimensions of employee voice. The psychological contract–employee voice relationship was moderated by psychological contract breach only in a transactional psychological contract environment, and only for the prohibitive employee voice dimension. Psychological contracts and psychological contract breach, as well as the interaction between them, influence employee voice; with hindsight, this occurs in explainable ways. The results contribute to the understanding of the complex relationship between these variables and provide fertile ground for the formulation of targeted hypotheses. Practical recommendations are included.

Internet Addiction and Academic Anxiety Among Chinese College Students During COVID-19: The Mediating Role of Psychological Contract.

The objective of this study is to investigate the underlying mechanism connecting internet addiction and academic anxiety, with the aim of assisting higher education professionals and administrators in developing comprehensive solutions to effectively mitigate the systemic risks associated with these issues. This study utilizes the smart data collection instrument of Wenjuanxing to gather data from 270 Chinese college students through an online questionnaire survey. Through building and analyzing a structural equation model that consists of four latent variables, such as internet addiction, relational psychological contract, transactional psychological contract, and academic anxiety. The study analyzed the fundamental characteristics of the transformation mechanism of Internet addiction and academic anxiety. It specifically focused on conducting a mediating effects test of the psychological contract variable to validate the significant role of both relational psychological contract and transactional psychological contract in this transformation mechanism. First, the study found that internet addiction (β=0.094; p=0.179) cannot directly impact academic anxiety. It can only influence academic anxiety through the mediating effects of the relational psychological contract (β=0.088; p=0.022) and the transactional psychological contract (β=0.123; p=0.003), with the latter having a more significant impact. Second, the destructive effect of Internet addiction on relational psychological contracts (β=-0.496; p<0.001) is greater than that on transactional psychological contracts (β=-0.476; p<0.001). Third, compared to the weakening of the relational psychological contract (β=-0.177; p=0.017), the weakening of the transactional psychological contract (β=-0.258; p=0.001) has a more significant impact on college students' academic anxiety. This study shows that the weakening of the corresponding psychological contract is the key link for the development of Internet addiction into academic anxiety. Stabilizing the psychological contracts at the psychological level of college students can help suppress the vicious transformation process from internet addiction to academic anxiety, ensuring students' mental health and reducing systemic risks in educational work.

Psychological Contract Violation and Turnover Intention: Do Trust and Organizational Commitment Matter?

This study aimed to investigate the relationship between psychological contract violation (PCV) and turnover intention among faculty members in selected AACSB-accredited B schools in India. Drawing on social exchange theory, the study examined the impact of transactional and relational psychological contracts on turnover intention, with trust and organizational commitment as potential mediators. Data were collected through an online structured questionnaire from 305 faculty members. The results revealed that PCV significantly influenced turnover intention, both directly and indirectly. Trust was found to mediate the relationship between PCV and turnover intention. However, organizational commitment did not act as a mediator in this context. Furthermore, the study highlighted the significance of the relational contract compared to the transactional contract. The relational contract had a stronger impact on turnover intention through its influence on trust. By exploring the direct and indirect relationships between PCVs and turnover intention, this study contributes to the existing knowledge within the framework of social exchange theory. It sheds light on the importance of trust as a mediator and emphasizes the role of the relational contract in understanding turnover intention.

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.

Workplace conflicts and knowledge hiding: Mediating role of relational psychological contract breach

This study explains workplace conflicts (interpersonal and task-related) as antecedents of knowledge-hiding behaviors. Moreover, a relational psychological contract breach is a mediator between workplace conflicts and knowledge-hiding behavior. For empirical evidence, data were collected from research and development institutions in Pakistan. The results confirm the significant association between conflicts and knowledge-hiding behaviors and the mediating role of relational psychological contract breach.The objective of this study is to investigate the impact of workplace conflicts (interpersonal conflict and task-related conflict) on knowledge-hiding behaviors (evasive hiding, playing dumb, and rationalized hiding). Besides, a relational psychological contract breach is used as a mediator between workplace conflicts and knowledge-hiding behaviors. By using a simple random sampling technique and time lag strategy, the data were collected from 408 employees working in research and development institutions in Pakistan. For analyses, this study employed partial least squares structural equation modeling statistical technique by using SmartPls-3 software. The results of the study confirm the significant relationship between workplace conflicts and knowledge-hiding behaviors. Relational psychological contract breach also significantly mediates the relationship between conflicts and knowledge-hiding behaviors. However, this study found an insignificant association between interpersonal conflict and evasive knowledge hiding.

Psychological contract on employee consequences among collegiate head coaches: The moderating role of procedural justice

The current study investigated the relationship between the psychological contract (PC), trust, perceived organizational support (POS), organizational commitment, and turnover intention among collegiate head coaches. In addition, this study explored the moderating effect of procedural justice on the relationship between these variables. Data were collected from 283 full-time head coaches in the NCAA and were primarily analyzed using PLS-SEM. The results indicated that relational PC (R-PC), compared to transactional PC (T-PC), was more influential in affecting coaches’ POS, trust, and commitment, while T-PC influenced POS only, but not trust and commitment. In addition, both trust and POS were positively associated with coaches’ affective commitment, while affective commitment, POS, and trust, in this order, were negatively related to their turnover intentions. Coaches’ perceived procedural justice moderated the relationship between T-PC and employee consequences, indicating that T-PC was more meaningful in high justice situations.

Understanding Millennial Generation Organizational Social Exchange through Psychological Contract

The rise of the millennial generation, especially in Indonesia, has overtaking the majority of various workplaces. Millennial workers are likely to have different characteristics from the previous generation, so the leader needs to adjust the treatment to create millennials’ job satisfaction and engagement. This study aimed to analyze the effect of psychological contracts on work engagement with job satisfaction as a mediating variable. This study used an explanatory method with a quantitative approach. The data was collected using a questionnaire and was analyzed using Partial Least Square software. There were four main findings in the study. First, psychological contracts, both transactional and relational, had a significant effect on job satisfaction. Second, transactional psychological contracts had a significant effect on work engagement. Third, job satisfaction mediated the relationship between transactional and relational psychological contracts with work engagement. Fourth, the rational psychological contract was not the main factor in increasing work engagement.

Navigating Value Co-Destruction in Open Innovation Communities: An Empirical Study of Expectancy Disconfirmation and Psychological Contracts in Business Analytics Communities

Enterprises seeking to enhance their innovation capabilities are increasingly turning to open innovation communities (OICs), which allow them to leverage the collective knowledge and collaborative potential of external users, providing a powerful source of new and innovative ideas. Despite their potential for value co-creation, recent research suggests that value co-destruction can also occur within OICs. However, the mechanisms underlying value co-destruction in OICs have not yet been fully explored or empirically examined. To address this gap, this study employs expectancy disconfirmation theory and psychological contract theory to investigate the relationship between user expectancy disconfirmation and value co-destruction in OICs. Drawing upon data collected from a questionnaire survey of business analytics OICs, this study reveals that self-interest expectancy disconfirmation has a positive effect on value co-destruction, which is mediated by the transactional psychological contract breach. In addition, social interaction expectancy disconfirmation is found to have a positive impact on value co-destruction, which is mediated by the relational psychological contract breach. The study further reveals that self-worth expectancy disconfirmation of community users positively influences value co-destruction, which is mediated by the ideological psychological contract breach. Moreover, the study demonstrates the crucial role of perceived organizational status in moderating the ideological psychological contract breach resulting from self-worth expectancy disconfirmation. Collectively, these findings contribute valuable insights into the phenomenon of value co-destruction in OICs, and provide practical guidance for enterprises seeking to enhance the development and performance of these innovation paradigms.

Psychological Contracts and Organizational Commitment: The Positive Impact of Relational Contracts on Call Center Operators

With the increasing complexity and dynamism of the modern work experience, the importance of the psychological contract has become increasingly clear. Organizations and researchers alike have recognized the implications of this contract for employee performance, satisfaction and well-being. However, certain work contexts can increase psychosocial risks, making it crucial to investigate the individual and contextual characteristics that can promote well-being and mitigate risks. In this study, we examined the impact of psychological contract types and task repetitiveness on organizational commitment among call center employees. By conducting a cross-sectional study involving 201 call center employees working in-person and administering an ad hoc questionnaire, we aimed to enrich the scientific literature on the psychological contract and its implications for the call center work environment. Our findings revealed that a transactional psychological contract has a negative impact on affective and normative commitment, potentially undermining employees’ sense of obligation and responsibility towards these organizations. To promote healthy work relationships and well-being among call center employees, we suggest the importance of a relational psychological contract. By highlighting the role of psychological contract types in organizational commitment, our study offers valuable insights for both researchers and practitioners.

Employer Branding and Employee Retention in the Banking Sector in Saudi Arabia: Mediating Effect of Relational Psychological Contracts

The main purpose of this study is to examine the impact of employer branding on employee retention and the mediating effect of the relational psychological contract between employer branding and employee retention among employees of the banking sector in Saudi Arabia. A cross-sectional survey is used to gather data from 459 employees working in the banking sector. The study findings reveal that employer branding is positively and significantly related to relational psychological contracts and employee retention. Furthermore, a relational psychological contract significantly mediates the relationship between employer branding and employee retention. The current study is considered the first to provide empirical evidence of the role of the relational psychological contract as a mediator between employer branding and employee retention. As a result, the current study will extend the employer branding literature by recognizing a new way through which employer branding impacts employee retention. Theoretical and practical implications are discussed.

How transformational leadership fulfills psychological contract for reinforcing better performance: a Thai case study

This study explores how psychological contract mediates the relationship between transformational leadership (TFL) and performance to see how far these concepts, widely studied in the western context, are applicable in a non-western context. This study utilized a mixed-methodology case study based on a market-leading company in the consumer-electronics business in Thailand. There are 282 samples for quantitative data collection and utilize the three-equation approach to test the mediating effect. There are 55 participants for qualitative data, and thematic analysis was used. To explain the process, this research found three themes, feeling valued, the family atmosphere, and needing to repay the company’s kindness. They need managers with TFL qualities to make them happen. This study reveals three insightful understandings of the concepts. Firstly, the distinction between transactional and relational elements of psychological contact is only apparent at the conceptual level, while in practice, they coincide. Secondly, job satisfaction contributes to organizational commitment. Lastly, the relational psychological contract reinforces the feeling of being overwhelmed by the company’s kindness making employees want to work for the company until retirement.

Influence of employee perceptions of corporate social responsibility on affective commitment

Orientation: The study attempted to establish the role played by different perceived corporate social responsibility (CSR) activities on the organisational commitment of employees.Research purpose: To investigate the nomological network of variables playing a role in the relationship between Perceived CSR and Affective Commitment.Motivation for the study: Understanding the contribution of perceived corporate social responsibility to the organisational commitment of employees could inform managerial attempts to facilitate positive employee attitudes.Research approach/design and methods: The current study utilised structural equation modelling to evaluate the hypothesised multivariate causal relationships in the proposed model. A convenience sample of 172 employees of a consumer goods company completed several questionnaires, including measures of Affective Commitment, Perceived CSR, Organisational Social Identity, Perceived Organisational Justice, Psychological Contract, as well as three cultural value orientations.Main Findings: The most significant finding of the study was the positive relationship between Perceived CSR and Affective Commitment. The results revealed that Perceived CSR has a positive impact on Perceived Organisational Justice and fulfilment of the Relational Psychological Contract. Both variables impacted on Organisational Social Identity, which was positively related to Affective Commitment.Practical/managerial implications: Organisations should ensure that employees are made aware of their CSR policies and activities through corporate communication. Organisations should also invest their resources in dealing with social problems that are regarded as important by employees and engage in fair human resource practices.Contribution/Value-add: Engagement in CSR activities could help retain and attract talented candidates and increase commitment and identification with the organisation.

Psychological Contract and Young Talent Retention in Vietnam: Development and Validation of a Hierarchical Reflective Structural Model

This research investigates the relationship between relational psychological contract and the retention of young talents in Vietnam. The study surveyed young employees pertaining to (Generations Y and Z) at BBB Company. The results show an equal weight of transactional and relational psychological contracts in the job satisfaction and retention of young Vietnamese employees. The research compared the relative importance of future growth potential against existing good practices. The results indicate that these two constructs have equal importance, as the value for r square is almost equal. This suggests that from a strategic standpoint Human Resource Management (HRM) ought to prioritise the development of practices that enhance both relational and transactional psychological contracts among young talents in Vietnam. This derives from a cultural transition, which means that both the weights of national culture and globalisation are influencing the choices and loyalty of the younger generations in the workplace. These findings have significant implications for the understanding of how generational differences and culture influence how a company retains their young talents and the importance of psychological contract for young employee commitment in Vietnam in an increasingly competitive environment.

Paternalistic Leadership and Work Engagement in the Innovative Service Industry: The Mediating Role of Psychological Contract

According to the common view, paternalistic leadership, which is accepted in traditional societies, is assumed to be an effective form of leadership and can be persuasive and impose its authority to the extent that it acts in the interests of its followers. It is argued that authority and control behaviours, which we know as paternalistic leadership behaviours, arouse feelings of respect, fear and obedience among followers, and this results in positive organizational behaviours such as loyalty, respect and harmony, especially in Eastern societies. Work engagement is a positive motivational state in which employees have positive feelings toward their work, find their work meaningful, think their professional responsibilities are manageable, and think positively about the future of their work. A psychological contract, on the other hand, is an informal and unwritten, mutually agreed-upon contract that expresses the sum of mutual expectations between an organization and its employees. Whereas there are many studies examining the relationship between paternalistic leadership and work engagement, none of them examine the mediating effect of the relational psychological contract on this relationship, particularly in the innovative service sector. This research was conducted to contribute to filling this gap in the field. This study had two objectives: (1) determining how paternalist leaders influence employee work engagement and (2) identifying whether the relational psychological contract mediates paternalistic leadership and work engagement. Data were collected from 223 gray-collar employees working in the innovative service sector in Turkey through an online survey. The data were analysed using partial least squares (PLS)-structural equation modelling. The results showed that paternalistic leadership significantly affects work engagement and relational psychological contracts. The results also showed that the relational psychological contract fully mediated the relationship between paternalistic leadership and work engagement. Our results are also original in that they show that the relational psychological contract plays a mediating role between paternalistic leadership and work engagement in innovative service industry businesses.