Impact of psychological contract fulfillment on well-being through the mediation of psychological distress: unveiling the evidences from banking sector

Abstract

Purpose This paper aims to explore the content of the psychological contract (PC), i.e. work-family conflict (WFC), family-work conflict (FWC), work overload (WO) and work autonomy (WA) and its impact on well-being (WB), i.e. job satisfaction (JS), family satisfaction (FS), life satisfaction (LS), through the mediation of psychological distress (PD). Design/methodology/approach The current study has adopted a quantitative approach and a cross-sectional research design with a snowball sampling technique. The sample size consists of 400 employees from the banking sector. SPSS and AMOS 20v has been used for structural equation modelling to give empirical findings from the responses collected. Findings The current study has checked the relationship between PC and WB through the mediation analysis of PD. WA was not affecting the WB of banking employees. The study found that there was partial mediation. It was also proven that the lower the breach of PC lower the PD, and the higher the WB. Originality/value The current study has tried to explain the content of PC among the employees of the banking sector and how that is associated with WB. There was limited work from which showcase the WFC, FWC and WO from the view of PC theory, and it affects different WB, i.e. JS, LS and FS.

Effort Reward Imbalance and its Impact on Employee General Health: An Evidence from Banking Industry

“…When employees are not recognized for their work by managers, they feel devalued and demotivated. Any neglect on part of the employer by ignoring workers through their reward system will bring distress to employees (Karani, Deshpande, & Jayswal, 2021). The neglect can be understood by considering the factors that highly prevalent in todays' banking Industry such as lack of promotion aspects job instability, or fear of losing the job (Cho, Chen, Toh, & Ang, 2021).…”

“…It's a relationship of give and take, but this relationship has its essence in the balance of what we invest as an effort and what is returned as a gain (Weale, Wells, & Oakman, 2019;Swanton & Gainsbury, 2020). It is not only the excess amount of effort that brings stress to workers, but it is the imbalance that produces strain (Karani, Deshpande, & Jayswal, 2021;Khan, Saeed, Ali, & Nisar, 2021). Few researchers believe that changes in either side has to be made.…”

“…An employee's sense of personal control at work tasks can lessen the experience of stress. In same manner if social support is given to employees it can weaken the stress effect (Eisenberger, Rockstuhl, & Shoss, 2016;Karani, Deshpande, & Jayswal, 2021). Today's worker should not let organization undermine their right to meaningful work and need for overall conducive work environment.…”

Clarifying Relationships Among Work-Family Conflict, Employee Well-Being, Perceived Organizational Support, and Job Satisfaction

“…Some current research observations have discussed the banking industry (Shahid et al, 2011;Giao et al, 2020;Karani et al, 2021). This is because banking is an industry that plays an essential role in the economic progress of a country.…”