The Influence of Psychological Contract Breach on Job Satisfaction

Milanović, Sandra; Đokić, Milica; Đorđević, Biljana

doi:10.22190/fueo1803203m

Cited by 10 publications

(8 citation statements)

References 29 publications

(48 reference statements)

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“…This would overcome many of the consequences employers may face in dealing with employees so that it goes beyond just employees' job satisfaction to the employees' organizational engagement. In this regard, Milanović et al (2018) found that fulfillment of psychological contracts between employees and employers leads to a positive impact on employees' behavior, as it increases the probability of their satisfaction with their organization. It also drives them to achieve their duties effectively (Liang et al, 2022;Nayak et al, 2021).…”

Section: Psychological Contract Fulfillmentmentioning

confidence: 99%

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

Hammouri

Altaher²,

Rabaa'i

et al. 2022

Problems and Perspectives in Management

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Changes in the economy, politics, competitors, customers, and even the weather affect the trust relationship between employers and employees. Most organizations are striving to strengthen such relationships by focusing on psychological contract fulfillment that allows for trust leading to job stability and career advancement. An integrated framework was used to investigate the role of psychological contract fulfillment on academic employees in two Jordanian universities (Yarmouk and Jadara Universities). The research area is determined in universities due to a breach of psychological contracts. Using a quantitative method, responses from academic employees were collected to examine their perception of the influence of psychological contract fulfillment on job outcomes. Hypotheses were tested using the partial least square structural equation modeling (PLS-SEM) method on data gathered from 90 academic employees. The findings indicated that psychological contract fulfillment positively influences both employee productivity and satisfaction. In addition, the results revealed that psychological contract fulfillment negatively influences employee turnover. Furthermore, the study findings have managerial implications through enhancing organizational citizenship behavior that leads to increased employee productivity and satisfaction.

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Section: Psychological Contract Fulfillmentmentioning

confidence: 99%

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

Hammouri

Altaher²,

Rabaa'i

et al. 2022

Problems and Perspectives in Management

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“…These are balanced psychological contract and transitional psychological contract. Balanced psychological contract has the same characteristics as relational psychological contract, but also contains financial elements and transitional psychological contract is form in the period of a crisis or when a company is undergoing some radical organizational change [20]. The most important issue from the employees' perspective is whether their expectations are fulfilled.…”

Section: Types Of Psychological Contractmentioning

confidence: 99%

Psychological Contract and Employee Retention: The Role of HR

Okolie

Memeh²

2022

Vestn. Ross. univ. družby nar., Ser. Gos. munic. upr.

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Understanding the individual and organizational consequences of breach of psychological contract justifies continuing research into the phenomenon. The global competition which has altered business environment has engineered the need for organizations to devise new ways to survive, enhance performance, retaining skilled employees and ensure healthy and progressive relationship between employers and their employees. Today, the biggest challenge that organizations are facing is not only managing its human resource but also retaining them. Securing and retaining skilled employees play an important role for any organization, because the knowledge and skills of employees have become highly important in gaining competitive advantage. It is against this backdrop that this paper explored the concepts of psychological contract and employee retention, the of impact psychological contract on employee retention and HR practices that influences the state or nature of the psychological contract and employee retention. The paper also peeps into the effect of covid-19 on psychological contract and employee retention. The paper adopted qualitative research design as it relies on secondary data collected from documentations through books, internet sources and journal articles and were content analyzed in relation to the scope of the study. The paper concludes that a significant important should be accorded to the informal contract of employment to ensure fulfillment of obligations and expectations to retain competent and skilled workforce. Thus, the paper recommends among others that Organizations should encourage flexible working arrangements such as telecommuting and prevent discrimination and exclusion relating to Covid-19 pandemic.

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“…Employment contracts include the involvement of employees and employers and the organization. In contrast to these employment contracts, psychological contracts contain the employee's (or employer's) implicit assumptions regarding the content of their reciprocal exchange other than those specified in the formal employment contract (Milanović et al, 2018). Because they are implicit, psychological contracts do not require documents to be signed, are not binding and do not involve legal aspects.…”

Section: Psychological Contractmentioning

confidence: 99%

Uniqueness of psychological contract in a faith-based organization (FBO)

Handayani

Tjahjono

Darmawan³

2020

IJRBS

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This study aims to explore the uniqueness of the psychological contract in the Faith-Based Organization (FBO). Psychological contracts, as part of the bond between individuals and organizations, are constantly evolving research. In line with the Conservation of Organizational Resources (COR) theory, organizations strive to defend their resources. Faith-Based Organization (FBO) is an organization with minimal written formal contracts. The bond with the members is a bond with the same values and goals. This research examines the psychological contract of FBO, from the aspects of formation, contribution, and violation. The formation of shared values which becomes the affective commitment of FBO members is specifically discussed because of the uniqueness of the organization with its ideological and religiosity sides. Using the lens of the COR theory, this study sees the psychological contract of the two elements of the FBO, namely members and organizations. This study is a literature review using traditional narrative methods. The results show that there have not been many in-depth studies of the psychological contract on religious organizations (FBO) with religious aspects that characterize the psychology of individuals in it. This study creates new gaps in research related to psychological contracts.

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The Influence of Psychological Contract Breach on Job Satisfaction

Cited by 10 publications

References 29 publications

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

Psychological Contract and Employee Retention: The Role of HR

Uniqueness of psychological contract in a faith-based organization (FBO)

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