Fulfilling the psychological contract between employee and employer satisfaction: An analytical survey study at number of private banks
Article Sidebar
Main Article Content
Abstract
The research aims to study impact of fulfillment of the psychological contract by employees and employers (as the independent variable) on the job satisfaction of each of them (as the dependent variable) and whether there are statistically significant differences in the level of fulfillment of the psychological contract between employees and employers as well as the level of job satisfaction for both parties in a number of private banks in the city of Mosul in Iraq. The private banking sector was chosen because it is the most organized of the rest of the sectors in obtaining data easily. The research sample included managers of (16) bank branches and (52) employees working in them. The data were collected through a questionnaire distributed to the research sample and the answers were statistically analyzed according to the SPSS statistical program. To test the research hypotheses, the results showed a positive and significant effect of fulfilling the psychological contract on job satisfaction, and found statistically significant differences in fulfilling the psychological contract in favor of employees, who are more loyal than employers, as well as the statistically significant differences in job satisfaction, but in favor of employers, as their level of job satisfaction is greater than that of employees. The research presented a number of recommendations: A: Employers or their representatives should clarify mutual obligations with employees at all stages of employment, starting with the selection and appointment process and throughout their work period, and fulfill their pledges and promises towards the employees working with them.
Downloads
Article Details
References
اولاً. المصادر العربية:
البطل، سهام فاروق محمد علي (2018)، أثر الأمان الوظيفي كمتغير وسيط في العلاقة بين التزامات العاملين والتزامات المنظمة كبعدي للعقد النفسي. دراسة مقارنه بين العاملين بالمدارس الخاصة والعاملين، متوفر على:
https://www.researchgate.net/publication/329271742
المعماري، احمد حمود منصور (2020)، اسباب النفاق الوظيفي وتأثيره في بعض السلوكيات غير المرغوبة: دراسة ميدانية في عدد من المنظمات في محافظة نينوى، مجلة جامعة الانبار للعلوم الاقتصادية والادارية، مجلد:12، العدد:3، ص. 328- 347.
المعماري، احمد حمود منصور (2023)، ممارسات ادارة الموارد البشرية وقدرتها في تعزيز الرضا الوظيفي عبر الدور الوسيط للوفاء بالعقد النفسي: دراسة تحليلية في عدد من المصارف الخاصة"، مجلة الجامعة التقنية الشمالية للعلوم الانسانية، مجلد:3، العدد:4، ص. 1-12.
الياسين، سرمد غانم صالح والمعماري، احمد حمود منصور (2022)، التملق الوظيفي وتأثيره في المسار الوظيفي-دراسة تحليلية في جامعة الموصل، مجلة جامعة الانبار للعلوم الاقتصادية والادارية، مجلد:14، العدد:1، ص.222-246
مراد، خولة (2019)، العقد النفسي ودوره في تمكين العملين لدى عينة من العاملين في الادارة الوسطى بمصنع البسكرية للاسمنت- ولاية بسكرة، رسالة ماجستير مقدمة الى كلية العلوم الانسانية والاجتماعية بجامعة محمد خضر بسكرة
ثانياً. المصادر الأجنبية:
Aggarwal, U., & Bhargava, S. (2009). Exploring psychological contract contents in India: the employee and employer perspective. Journal of Indian Business Research, Vol.1, NO.4, PP. 238-251. https://doi.org/10.1108/17554190911013274
Armstrong, M. (2006). A handbook of human resource management practices, 10th Edition, Kogan page limated, London and Philadelphia.
Asant, E.A., Liang, Y., Chen, T. Mensah, H.K. & Wang, N. (2023), When the past strongly involved in the present examining the transference effects of past psychological violation on present deviance", Human Relation, Vol. 76, No. 1, PP.87-117. https://doi.org/10.1177/00187267211045047
Bowling,N. A., and Hammond, G.D., (2008), A meta analytic examination of constriction validity of Michigan organizational Assessment Questionnaire Job sa https://doi.org/10.1016/j.jvb.2008.01.004tisfaction Subscale, Journal of Voctional Behavior, Vo. 73, No. 1, PP.63-77.
Conway, N., Guest, D. and Trenberth, L. (2011), Testing the different effects of changes in psychological contract breach and fulfillment, Journal of Vocational Behavior, Vol.79, No. 1, pp.267-276.
Coyle-Shapiro, J. A. M., & Kessler, I. (2002). "Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives, European journal of work and organizational psychology, Vol.11, No.1, pp.69-86,
https://doi.org/10.1080/13594320143000852
Culiberg, B., Abosag, I., & Čater, B. (2023), Psychological contract breach and opportunism in the sharing economy: Examining the platform-provider relationship, Industrial Marketing Management, No. 111, pp.189-201.
El-Ghorra M. H., & Panatik, S. A. (2023). The effect of psychological contract breach on counterproductive work behaviour mediated by job satisfaction and moderated by Islamic work ethics, International Journal of Management Studies, 30(1), 121-146.
Guest, D. (2000). Management and the insecure workforce: the search for a new psychological contract. In The insecure workforce (pp. 152-166).
Levinson, H., Price, C. R., Munden, K. J., Mandl, H. J., & Solley, C. M. (1962). Men, Management and Mental Health. Cambridge: Harvard University Press.
http://dx.doi.org/10.4159/harvard.9780674424746
Mehta, A. K., Purohit, D., Trivedi, P., & Panda, R. (2023). Outcomes of psychological contract breach for banking employees during COVID-19 pandemic: moderating role of learned helplessness. International Journal of Sociology and Social Policy, 43(11/12), 1008-1028.
Milanović, S., Đokić, M., & Đorđević, B. (2018). The influence of psychological contract breach on job satisfaction, Facta Universitatis, Series: Economics and Organization, PP. 203-215.
Morrison, E.W. and Robinson, S.L. (1997), When employees feel betrayed: A model of how psychological contract violation develops, Academy of management Review, 22(1), pp.226-256.
Nadin, S. J., & Williams, C. C. (2011), Psychological contract violation beyond an employees' perspective: The perspective of employers, Employee relations, Vol.34,No,2, pp. 110-125.
Patrick, H. A. (2008), Psychological contract and employment relationship", The Icfai University Journal of Organizational Behavior, Vol. 7, No4, pp.7-24. https://doi.org/10.32890/ijms2023.30.1.5
Raeder, S., Knorr, U., & Hilb, M. (2012), Human resource management practices and psychological contracts in Swiss firms: An employer perspective, The International Journal of Human Resource Management, Vo.,23, No,15, pp.3178-3195.
Rousseau, D.M. (1990) New Hire Perceptions of Their Own and Their Employer’s Obligations: A Study of Psychological Contracts. Journal of Organizational Behavior, 11, 389-400.
Rousseau, D.M. and McLean Parks, J. (1993), “The contracts of individuals and organizations”, Research in Organizational Behavior, JAI PRESS, Vol. 15, pp.1-43
Rousseau, D.M. and Wade-Benzoni, K.A. (1994), “Linking strategy and human resource practices: how employee and customer contracts are created”, Human Resource Management, Wiley Online Library, Vol. 33 No. 3, pp. 463-489
Rousseau, D.M., 1998. Psychological and implied contracts in organizations. Employee responsibilities and rights journal, Vol.2, pp.121-139.
http://dx.doi.org/10.1002/job.4030110506 .
Rousseau, D. M. (2001), "psychological contract inventory, employee and employer obligations, available on:
https://www.cmu.edu/tepper/faculty-andresearch/assets/docs/psychological-contract-inventory-2008.pdf
Restubog, S.L.D., Scott, K.L. and Zagenczyk, T.J. (2011), When distress hits home: the role of contextual factors and psychological distress in predicting employees’ responses to abusive supervision, Journal of Applied Psychology, American Psychological Association, Vol. 96 No. 4, p. 713.
Samson, D. & Swink, M. (2023), People performance and transition: A case study of psychological contract and stakeholder orientation in the Toyota Astralia plant closer, Journal of Operation Management, Vol.69, No.1, p. 67-101
Schein, E. and Bennis, W.G., 1965. Personal and organizational change through group methods: The laboratory approach. New York: JohnWiley and Sons. Inc. Search in.
Suleman, Z. B., Xiuli, Z., & Ali, S. (2019). Effect of Psychological Contract Fulfillment, Employee’s Job Satisfaction on Organizational Performance: Evidence from Ghana. International Journal of Business and Management, Vol.1, No.4(12), pp.325-344.
Tekleab, A.G., Laulie,L., De Vos, A., De Jong, J. R., & Coyle-Shapiro, G. A.,(2020), "Contextualizing psychological contracts research: a multi-sample study of shared individual psychological contract fulfillment", Journal of work and organizational psychological, Vol. 29, No.,2, pp.279-293.
https://doi.org/10.1080/1359432X.2019.1608294
Yo, D., Yang, K., Zhao, X., Liu, Y., Wang, S., D’Agostino, M. T., & Russo, G. (2022). Psychological contract breach and job performance of new generation of employees: Considering the mediating effect of job burnout and the moderating effect of past breach experience. Frontiers in Psychology, 13, 985604. DOI: 10.3389/fpsyg.2022.985604