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Nov 29, 2020 · ArticlePDF Available. Psychological Contract, Employee Engagement and Employee Performance. November 2020. International Journal of Academic Research in Business and Social Sciences 10 (11) DOI ...
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Jan 1, 2011 · Abstract. This book is the first to provide a comprehensive and critical overview of what is now the major way of trying to understand the employment relationship - the concept of the ...
Jan 21, 2015 · According to the theory of the psychological contract (Montes et al., 2015b), individuals usually develop expectations about mutual obligations with their organizations that ultimately affect ...
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Full Terms & Conditions of access and use can be found at http://hrmars.com/index.php/pages/detail/publication-ethics Psychological Contract, Employee Engagement and Employee Performance Julius Samuel Opolot, Lydia Maket Moi University, School of Business and Economics, Department of Management Science and Entrepreneurship, Eldoret, Kenya
Employees’ performance is a critical element of the overall organizational performance in high performing companies, so its management is vital. Globalised economies have increased competition for organizations, so managers are under enormous pressure to improve performance and remain ahead of competitors. This paper looks at factors th...
The study will be guided by three theories namely; Social Exchange Theory, Goal Setting Theory and Self Determination Theory.
This study examines the effect of psychological contract and employee performance. In order for managers to retain and secure top performance from their talented employees they must have a deeper understanding of the basic construct of their psychological contracts. This is particularly important as the contemporary employment relationship has beco...
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- Julius Samuel Oplot, Lydia Maket
- 18
- 2020
The purpose of this paper is to examine the employee-employer relationship, defined as the psychological contract, and its impact on career management and organizations. Organizations have operated under the assumption that career management is a joint effort between the employee and his or her manager. However, recently the responsibility of ...
We define the psychological contract as: “the individual’s beliefs about mutual obligations, in the context of the relationship between employer and employee”. This definition is based on Rousseau (1990) and largely accepted. It focuses on the individual perceptions (about promises made) in the employment relationship.
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Prior research suggests that work status may affect perceived promises and violations, but the perception will depend on the promise issue. To test previous qualitative findings using quantitative methods, 163 full-time employees from approximately 25 organizations completed a survey assessing perceived quality communication and work-life promises and violations.
