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Journal articles on the topic 'Contract employee'

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Published: 5 June 2025

Last updated: 2 August 2025

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1

Csoka, Louis S. "A new employer-employee contract?" Employment Relations Today 22, no. 2 (1995): 21–31. http://dx.doi.org/10.1002/ert.3910220204.

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Zhang, Yuchao, Ting Ren, and Xuanye Li. "Psychological contract and employee attitudes." Chinese Management Studies 13, no. 1 (2019): 26–50. http://dx.doi.org/10.1108/cms-06-2017-0171.

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Purpose This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined. Design/methodology/approach The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ow

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Alzaid, Deemah, and Suad Dukhaykh. "Employer Branding and Employee Retention in The Banking Sector in Saudi Arabia: Mediating Effect of Relational Psychological Contracts." Sustainability 15, no. 7 (2023): 6115. http://dx.doi.org/10.3390/su15076115.

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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 relati

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Zhang, Cheng, Jirawan Deeprasert, and Songyu Jiang. "Psychological contract and turnover intention in luxury hotels." Problems and Perspectives in Management 22, no. 3 (2024): 80–95. http://dx.doi.org/10.21511/ppm.22(3).2024.07.

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Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p &amp;lt; 0.001), employee relational psychological contracts (p &amp;lt; 0.001), and employer transactional psychological contr

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Bigey, N. "Employment contracts: the inherent dangers of the fixed-term contract." Journal of Dentofacial Anomalies and Orthodontics 21, no. 4 (2018): 408. http://dx.doi.org/10.1051/odfen/2018096.

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Hiring an employee can be risky, especially when choosing the contract that will bind the employer to the employee. It is essential to choose a suitable contract. Oftentimes, the preferred choice is a fixed-term contract. If the reason for this choice is contested, the financial consequences may be exorbitant.

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Winda Yulianti, Wiyanto Wiyanto, and Nisa Nurhidayanti. "APPLICATION OF DATA MINING USING NAIVE BAYES ALGORITHM FOR CLASSIFICATION OF EMPLOYEE CONTRACT EXTENSION AT PT TORINI JAYA ABADI." Jurnal Informatika Teknologi dan Sains (Jinteks) 5, no. 3 (2023): 516–24. http://dx.doi.org/10.51401/jinteks.v5i3.3348.

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An employment contract is an agreement made verbally or in writing between an employee and an employer, the working status of contract employees in a company is an important matter and needs to be considered in order to achieve company goals. PT Torini Jaya Abadi is a company that uses a work contract system. Every year there must be employees who are protected or their work contracts are terminated. In terms of determining whether an employee is strained or terminates his work contract, there are often difficulties in determining this. This is done to create a system that can help determine t

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.1017/s1833367200001140.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.17.6.729.

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Abstract The employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (1

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Low, Chin Heng, and Prashant Bordia. "A career stage perspective on employees' preferred psychological contract contributions and inducements." Journal of Management & Organization 17, no. 6 (2011): 729–46. http://dx.doi.org/10.5172/jmo.2011.729.

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AbstractThe employer–employee relationship is underpinned by a psychological contract, which refers to employee beliefs about the exchange of employee contributions and employer inducements. However, there is limited understanding of how employers can shape psychological contracts to meet employees' needs and aspirations. Meeting these needs starts with an understanding of employees' preferences for psychological contract contributions and inducements. We propose that career stage models can be used to achieve that understanding. Using the career stage models of Dalton, Thompson, and Price (19

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Varghese, Sabu, and M. S. Raju. "Psychological Contract Breach and Organizational Outcomes: Moderating Effect of Tenure." Asian Review of Social Sciences 8, S1 (2019): 46–51. http://dx.doi.org/10.51983/arss-2019.8.s1.1495.

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Conventional wisdom tells us that only if the employees are paid enough, they can be made happy consequently productive. However, studies have suggested that the nature of the relations between employer and employee have a vital role to play in employee’s job satisfaction, Likewise, employee’s intention to leave the organization is influenced by both money related factors and relational elements. Studies suggest that the nature of the employer-employee relationship significantly affects the employee perceptions and reactions. Psychological Contract is a model which will help one to understand

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Cholil, Saifur Rohman. "SISTEM PENDUKUNG KEPUTUSAN PERPANJANGAN KONTRAK KERJA KARYAWAN PADA PT. TELKOM AKSES REG IV MENGGUNAKAN METODE ORESTE." JATISI (Jurnal Teknik Informatika dan Sistem Informasi) 8, no. 2 (2021): 970–79. http://dx.doi.org/10.35957/jatisi.v8i2.340.

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PT Telkom Akses has fairly many employees, some of these employees still have status as contract employees, The employee's employment contract lasts for one year and then at the end of each period of the employee's contract there will be a performance evaluation which includes several criteria to determine whether the employee gets a contract extension or not. The number of employees of PT Telkom Akses with the status of contract employees is not small and the assessment process that is still manual becomes an obstacle in the assessment process because it is difficult and requires a lot of tim

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Muh., Erdiansyah T., Pramono Bambang, Nangi Jumadil, and Sutardi. "Perbandingan Metode Fuzzy Analytical Hierarchy Process dengan Metode Fuzzy Simple Additive Weighting dalam Menentukan Status Karyawan Kontrak." semanTIK Volume 5, No 2, Jul-Des 2019, Vol 5, No 2 (2019) : semanTIK (2019): pp. 231–236. https://doi.org/10.5281/zenodo.3663108.

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<em>Contract employees are employees who are only employed when the company requires additional labor. Employees Contracts are interpreted legally as employees with permanent employee status or with other sentences Employees who work only for a certain period of time based on an agreement between employees and the employer Company.</em> <em>In this study the compared two methods, namely Fuzzy Analytical Hierarchy Process (FAHP) and Fuzzy Simple Additive Weighting (FSAW) in contract employee status as permanent employees. Comparisons are intended to obtain maximum results in determining eligibl

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Gomes Maia, Leticia, P. Matthijs Bal, and Antônio Virgilio Bittencourt Bastos. "Changes to Newcomers’ Psychological Contract Over Time: The Interactive Effects of the Fulfilment of Employer and Employee Obligations." Universitas Psychologica 18, no. 1 (2019): 1–13. http://dx.doi.org/10.11144/javeriana.upsy18-1.cnpc.

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The goal of this study was to examine changes in newcomers’ psychological contract over time. Based on schema theory and the post-violation model of the psychological contract, we theorized that psychological contract fulfillment is strengthening the psychological contract over time, while changes in the psychological contract are most likely to occur in a situation of low employer and employee fulfillment. In a sample of newcomers in a Brazilian public organization, we tested how the fulfillment of both employer and employee obligations explain the change in the psychological contract. The re

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K. Latika, Dr, and Geziah Sharon Rose. "A Study on the Effect of Employer Branding on Employee Retention Among Domestic Non-Voice in BPO Chennai." Journal of Development Economics and Management Research Studies 11, no. 21 (2024): 23–37. http://dx.doi.org/10.53422/jdms.2024.112103.

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In the highly competitive labour market, where employees counter boundless job offers, organizations have acknowledged the need to distinguish themselves from competitors by investing a considerable amount of time and effort into designing employer branding strategies to attract and retain skilled employees. Employee retention as maintaining or encouraging employees to stay in the organization for the longest time. A strong employer brand allows employers to retain their talented employees by building a positive image for the organization as a preferred place to work. The purpose of the study

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Rao, Indu. "Psychological Contract for Human Development and Organizational Sustainability." Business Perspectives and Research 9, no. 3 (2021): 415–26. http://dx.doi.org/10.1177/2278533721989832.

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Organizations can sustain different efforts toward human development, and employee–employer relationships can sustain the organizations to work toward their purpose. However, contemporary organizations are facing unprecedented challenges as a result of COVID-19, intensified globalization, increasingly diversified workforce, and continuous technological advancements, thereby impacting the way businesses and people are managed. Most of the work has transitioned to online, and employees are working from home due to pandemic situations. Organizations need to manage the emerging, complex employee–e

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Navaratne, N. N. J. "Opportunistic Behaviour and Psychological Contract between Employer and Employee." Colombo Business Journal 4, no. 1 (2013): 47. http://dx.doi.org/10.4038/cbj.v4i1.32.

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Barseghyan, A. E. "PSYCHOLOGICAL CONTRACT AT WORK IN THE CONTEX OF ARMENIA AND THE UK." Modern Psychology 2, no. 2 (4) (2019): 3–9. http://dx.doi.org/10.46991/sbmp/2019.2.2(4).003.

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Employment relationships, and in particular psychological contract, as an individuals’ perception of mutual obligations between an employer and an employee is influenced by national culture. The purpose of this research is to understand the employment relationships and psychological contracts in financial sectors of the two countries: Armenia and the UK. As a sub-objective, the researcher is seeking to identify and contrast the terms of the psychological contract, exchange relationships between employer and employee and what aspects of work are valued by knowledge workers in both countries. Th

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Ma’amor, Hairunnisa, Norhidayah Mohd Rashid, Nur`ain Achim, and Nurul Atikah Zainal. "Understanding Employee Psychological Contract and Job Satisfaction." Global Journal of Business and Social Science Review Vol. 2(4) 2014 2, no. 4 (2014): 112–18. http://dx.doi.org/10.35609/gjbssr.2014.2.4(13).

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Objective - Organizational changes and transformations are common phenomenon these days. Changes may lead to the breach of the psychological contract of employer-employee expectation on the employment thus affects employee job satisfaction. This study was conducted with the aim to identify the relationship between psychological contract and employee job satisfaction. Methodology/Technique - Two components of psychological contract were used in this study, namely transactional dimension and relational dimension. Data was collected using a questionnaire which involved the total of 100 employees

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Ali, Haris. "Reciprocity or negotiation in the psychological contract: a power perspective." Employee Relations: The International Journal 43, no. 5 (2021): 1250–67. http://dx.doi.org/10.1108/er-09-2019-0367.

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PurposeThe psychological contract literature is generally based on the assumption of reciprocity between employee and employer. The emphasis on reciprocity, however, largely downplays the implications of power dynamics in the employment relationship. In order to bridge this gap, the current research investigates psychological contract from the lens of power particularly focusing on reciprocity.Design/methodology/approachIn total, 43 semi-structured interviews are carried out with 37 employees and six managers of three call center companies in Pakistan. The technique of template analysis is use

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Conway, Neil, and Jacqueline A. M. Coyle-Shapiro. "RECIPROCITY AND PSYCHOLOGICAL CONTRACTS: EMPLOYEE PERFORMANCE AND CONTRACT FULFILLMENT." Academy of Management Proceedings 2006, no. 1 (2006): Q1—Q6. http://dx.doi.org/10.5465/ambpp.2006.22898644.

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Kichigin, Sergey. "Unreasonably Privileged Position of a Relocated Employee." Bulletin of Kemerovo State University. Series: Humanities and Social Sciences 2019, no. 3 (2019): 281–88. http://dx.doi.org/10.21603/2542-1840-2019-3-3-281-288.

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The research features the institution of relocation of an employee to another employer for permanent position. The author compares the legal status of the relocated employee and the employee with a labor contract. According to the Labor Code of the Russian Federation, an employee relocated to a full-time job is placed in an unreasonably privileged position in comparison with those who resigned and were routinely hired for a new job. Resignation and relocation do not have significant substantive differences, as well as the routine employment procedure and relocation. However, the law establishe

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Nayak, Sunanda, Debasish Jena, and Srikanta Patnaik. "Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study." International Journal of Engineering Business Management 13 (January 1, 2021): 184797902110040. http://dx.doi.org/10.1177/18479790211004007.

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The present research is inclined to study the relationship between two important forms of “Contract” in employment relations, psychological contract and knowledge contract, and job outcomes, i.e. employee retention and employee satisfaction. For this purpose, the data were collected from 268 employees working in the IT sector from North India. The results suggest the mediating impact of the psychological contract in the relationship between knowledge contract and job outcomes. Besides, this study develops a theoretical model that establishes the relationship between knowledge sharing and knowl

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Shonia, G. V. "Remote Performance of a Labor Function by an Employee: Problems of Theory and Law Enforcement." Lex Russica 76, no. 6 (2023): 48–56. http://dx.doi.org/10.17803/1729-5920.2023.199.6.048-056.

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Periodic bursts of deterioration of the sanitary and epidemiological situation in certain regions and in Russia as a whole make remote performance of a labor function by an employee relevant and in demand. The remote format of work increases economic profitability of the employer’s activities. Transition to remote work is not a formal change of the place of performance of the labor function, it involves a significant organizational and local regulatory restructuring.Mandatory and optional transfer to a remote form of work involves the inclusion of certain terms in the employment contract, as w

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Rodwell, John, Julia Ellershaw, and Rebecca Flower. "Fulfill psychological contract promises to manage in-demand employees." Personnel Review 44, no. 5 (2015): 689–701. http://dx.doi.org/10.1108/pr-12-2013-0224.

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Purpose – The purpose of this paper is to explore the impact of three components of the psychological contract (i.e. obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress. Design/methodology/approach – Questionnaires were completed by 222 Australian nurses and midwives from a medium-sized metropolitan Australian hospital. The response rate for the study was 39 percent. Findings – Structural equation modeling revealed that perceptions of psycholo

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Kasekende, Francis. "Psychological contract, engagement and employee discretionary behaviours." International Journal of Productivity and Performance Management 66, no. 7 (2017): 896–913. http://dx.doi.org/10.1108/ijppm-07-2016-0136.

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Purpose The purpose of this paper is to examine the mediation effect of employee engagement on the relationship between employer obligations, employee obligations and state of the psychological contract and employee discretionary behaviours. Design/methodology/approach The empirical data were collected using self-administered questionnaires with 278 participants from 11 commissions and three agencies in the public service in Uganda. The authors used hierarchical regression analysis to investigate the hypotheses. Findings The results indicate that employer obligations, employee obligations and

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Кичигин, Сергей, and Sergey Kichigin. "Start of Employment Contract." Bulletin of Kemerovo State University. Series: Humanities and Social Sciences 3, no. 2 (2019): 173–80. http://dx.doi.org/10.21603/2542-1840-2019-3-2-173-180.

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Determining the moment when an employment contract comes into force has a pronounced practical value as it marks the beginning of mutual rights and obligations. It allows the employer to record an individual as an employee when calculating the average staff number, calculating work experience, granting a paid leave, etc. In the text of the Labor Code of the Russian Federation there is no definition of the notion of “start of employment contract”. However, it is possible to deduce a single rule for all cases: the employment contract takes effect from the moment of the labor relationship that ar

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Danial, Muhammad, and Qasim Ali Nasir. "Effect of Psychological Contract on Employee’s Performance with Employee Engagement as Mediator." Journal of Research in Psychology 2, no. 2 (2020): 24–34. http://dx.doi.org/10.31580/jrp.v2i2.1568.

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Employee performance is effected by employee psychological contract fulfillment and breach with employee performance as a mediator. The written or non spoken psychological contract of a corporation or an organization is not discussed clearly in past studies with employee engagement . Fulfillment of this contract is obliging to learn the organization whole motives. Default and incongruence theory has been discussed. This Research is cross sectional based on a survey Research and for data analysis data has been collected from one hundred and ten employees of different organizations with personal

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Tulus Andre Leonardo, Prihatin Lumbanraja, and Vivi Gusrini Rahmadani Pohan. "THE INFLUENCE OF PSYCHOLOGICAL CONTRACTS AND WORK CLIMATE ON EMPLOYEE DETERMINATION BEHAVIOR THROUGH JOB SATISFACTION AS INTERVENING VARIABLES AT EMPLOYEES OF PT.BANK MANDIRI RETAIL COLLECTION RECOVERY UNIT MEDAN." International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) 3, no. 2 (2023): 385–98. http://dx.doi.org/10.54443/ijebas.v3i2.733.

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This study aims to test and analyze whether the psychological contract affects the job satisfaction of employees of PT Bank Mandiri Unit Retail Collection Recovery Medan. Does the work climate affect employee job satisfaction. Does the psychological contract affect employee deviant behavior. Does the work climate affect employees' deviant behavior. Does job satisfaction affect employees' deviant behavior. Does the psychological contract affect employee deviant behavior through job satisfaction at. Does the work climate affect employees' deviant behavior through job satisfaction on. This study

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Gericke, SB. "A New Look at the Old Problem of a Reasonable Expectation: The Reasonableness of Repeated Renewals of Fixed-Term Contracts as Opposed to Indefinite Employment." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 14, no. 1 (2017): 104. http://dx.doi.org/10.17159/1727-3781/2011/v14i1a2546.

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In South Africa, the Labour Relations Act 66 of 1995 (LRA) regulates and protects the position of the employee who reasonably expects that a fixed-term contract will be renewed on the same or similar terms while the employer only offered to renew the contract on less favourable terms or in some instances was not prepared to renew the fixed-term contract at all. The LRA regards the latter conduct as a dismissal, as long as the employee can prove that the employer was responsible for creating the reasonable expectation of contractual renewal. In contrast to this position, the LRA does not regula

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Kim, Si Hyun, Giacomo Laffranchini, Maria Fernanda Wagstaff, and Wonho Jeung. "Psychological contract congruence, distributive justice, and commitment." Journal of Managerial Psychology 32, no. 1 (2017): 45–60. http://dx.doi.org/10.1108/jmp-05-2015-0182.

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Purpose The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice. Design/methodology/approach The authors conducted polynomial regression analyses with response surface methodology on two Korean samples. Findings Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationship

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Han, Mengya. "Exploring the Impact of the Psychological Contract on the Well-being of the New Generation of Employees in the Chinese Context." Lecture Notes in Education Psychology and Public Media 54, no. 1 (2024): 163–74. http://dx.doi.org/10.54254/2753-7048/54/20241627.

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The fulfilment of the psychological contract is an exchange of reciprocity and benefits, making employees feel that their needs and expectations are met, thus enhancing their well-being. As the new generation of employees flourishes and becomes the central human resource of Chinese organisations, the effect of the psychological contract on them is even more worth discussing. This study considered the mediating role of perceived employability and the moderating role of non-traditional work patterns to construct a model of the relationship between psychological contracts and employee well-being.

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Azmy, Ahmad, and Antoni Ludfi Arifin. "Employee Retention Factor at IT Startup Company: Job Satisfaction as Mediating Variable." Media Ekonomi dan Manajemen 40, no. 1 (2025): 12. https://doi.org/10.56444/mem.v40i1.5231.

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<p>This study analyzes factors that have implications for employee retention in IT-Startup companies. This study aims to explain factors that contribute to employee retention with job satisfaction as a mediating variable. Employer branding, psychological contract, organizational commitment and job environment are predictors of employee retention. This quantitative study applied a purposive sampling technique, involving 350 employees in IT startup companies as respondents. They were employees who have worked for the company for at least 3 years, held at least a staff-level position, and w

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Mohd Safar, Fauziah, Siti Farhana Hasnudin, and Noor Saidatul Natrah Saaidun. "THE ELEMENTS OF A GENUINE FIXED-TERM CONTRACT: A REVIEW ON MALAYSIAN LEGAL FRAMEWORK." International Journal of Law, Government and Communication 7, no. 28 (2022): 263–72. http://dx.doi.org/10.35631/ijlgc.728020.

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Fixed-term employment generally may be referred as an employment contract in which an organization hire an employee for a specific time period. The primary objective in offering a fixed-term employment contract is because the employer does not have to commit to the permanent employment of the incoming employee. There is no issue of unfair dismissal arises in the principle of fixed-term contract. The Court will determine whether the employment contract in dispute is in fact a genuine fixed-term contract or a permanent contract disguised as fixed-term instead. The employer is not obliged to rene

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Ofman, E. M. "The mechanism of exercising the employee's right to conclude an employment contract and the formation of its content." Law Enforcement Review 8, no. 1 (2024): 82–91. http://dx.doi.org/10.52468/2542-1514.2024.8(1).82-91.

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The subject of the research is the problems of developing an adequate, understandable for the employee and the employer mechanism of exercising the right to conclude an employment contract.The purpose of the scientific article is to confirm the hypothesis that the employment contract in modern conditions is not yet an agreement in its traditional sense, that the defect of will and/or expression of will, which the employee insists on challenging the terms of the employment contract, must be proved by himThe methodology of the study includes a systematic approach, formal-legal and logical interp

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Bala, Ms Indu. "The Psychological Contract: The Changing Nature of Employee-Employer Expectations." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 3, no. 1 (2013): 62–70. http://dx.doi.org/10.24297/ijmit.v3i1.4642.

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The psychological contract describes a phenomenon that occurs largely in the minds of employers and employees . The term governs all the ideas and expectations that workers have about their jobs and includes beliefs about their roles and responsibilities as employees. One of the fundamental challenges for HR is to help management maintain the appropriate balance between the realities of the business model and the needs of our employees. Success comes when the balance exists and is understood ( Kevin Sullivan Former VP of HR).There is a great challenge for a business today- a basic shift in emp

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De Meuse, Kenneth P., and Walter W. Tarnow. "Leadership and the changing psychological contract between employer and employee." Leadership in Action 13, no. 2 (2007): 4–6. http://dx.doi.org/10.1002/lia.4070130202.

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Brown, Christopher, and George Indest. "Employee Contract Issues for Dermatologists." Seminars in Cutaneous Medicine and Surgery 32, no. 4 (2013): 236–41. http://dx.doi.org/10.12788/j.sder.0044.

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Estreder, Yolanda, Thomas Rigotti, Inés Tomás, and José Ramos. "Psychological contract and organizational justice: the role of normative contract." Employee Relations: The International Journal 42, no. 1 (2020): 17–34. http://dx.doi.org/10.1108/er-02-2018-0039.

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Purpose The purpose of this paper is to examine perceptions of the psychological contract (PC) simultaneously at the individual level (fulfillment of obligations by the organization and PC violation) and the organizational level (normative contract), and their relationship with employees’ evaluations of organizational justice. Based on justice and information processing approaches, the hypothesis is that normative contract has an effect on employees’ perceptions of organizational justice, and also moderates the relationship between PC violation and organizational justice. Design/methodology/ap

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Wei Lai, She Shengxiang, and Zhang Chugong. "The Influencing Factors of Knowledge Hiding Among Employees in the Construction Industry: A Psychological Contract Perspective." Apollo: Journal of Tourism and Business 2, no. 2 (2024): 240–47. http://dx.doi.org/10.58905/apollo.v2i2.311.

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This study explores the factors influencing employee knowledge hiding in construction industry organizations. Utilizing quantitative methods, the research examines the impact of demographic factors, including gender, age, educational level, marital status, and duration of service, as well as psychological contract breaches on employee knowledge hiding. An independent samples t-test and multiple comparisons using the least significant difference (LSD) test were conducted to analyze the demographic factors. At the same time, a simple linear regression analysis was employed to assess the relation

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Aggarwal, Upasana, and Shivganesh Bhargava. "Exploring psychological contract contents in India: the employee and employer perspective." Journal of Indian Business Research 1, no. 4 (2009): 238–51. http://dx.doi.org/10.1108/17554190911013274.

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PurposeThis paper aims to examine psychological contract contents, as perceived by two parties of the employment relationship, the employee and the employer.Design/methodology/approachThe study is conducted in two phases. Study 1 employs critical incidence technique (CIT) to elicit from individuals their perceptions regarding organization obligations. Study 2 is designed to corroborate the findings of the first study through a survey of 401 employees and 66 employer representatives (functional heads).FindingsThe results of the two studies are consonant with existing literature; nevertheless th

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Coyle-Shapiro, Jacqueline, and Ian Kessler. "The Psychological Contract In The Uk Public Sector: Employer And Employee Obligations And Contract Fulfilment." Academy of Management Proceedings 1998, no. 1 (1998): A1—A7. http://dx.doi.org/10.5465/apbpp.1998.27658592.

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Khaliq, Abdul, Kashif Mehmood, Aamir Zamir Kamboh, Kainat Durrani, Muhammad Haidar Zarar, and Shaheen Nazar. "Psychological Contract Fulfillment on Employees Reactions within the Context of Organizational Justice." SEISENSE Journal of Management 2, no. 3 (2019): 42–57. http://dx.doi.org/10.33215/sjom.v2i3.131.

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Aim - The objective of the study was to examine the psychological contract expectations by employees and the impact of any deviation from its perceived benefits by the employees of an organization, as they occur within social exchange relationships to account for employee responses.  Methodology - This is an exploratory longitudinal study in which an investigation is made into the changes in employment obligations as perceived by employees based on the level of fulfillment of contract obligations by their employer(s).  Findings - It was deduced that an employer's inability to fulfi

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Hammouri, Qais, Asmahan Majed Altaher, Ahmad Rabaa’i, Heba Khataybeh, and Jassim Al-Gasawneh. "Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan." Problems and Perspectives in Management 20, no. 3 (2022): 62–71. http://dx.doi.org/10.21511/ppm.20(3).2022.05.

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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

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Soomro, Aqsa, Charles Ramendran, and Ramesh Kumar Moona Haji Mohamed. "The Role of Psychological Contracts in Enhancing Employee Retention Strategies." Semarak Advanced Research in Organizational Behaviour 3, no. 1 (2025): 1–20. https://doi.org/10.37934/sarob.3.1.120a.

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Among the many volatile challenges weighing heavily on this dynamic and competitive labour market, employee retention is paramount, especially in sectors like health care, where fluctuation in turnover can remarkably affect service quality and operational efficiency. This paper discusses the implications of a psychological contract on employee retention strategies. It means, the psychological contracts have gained a lot of importance as they reflect the perceptions of employees regarding the commitment of the organization to provide them job security, career development, and work-life balance.

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Soomro, Aqsa, Charles Ramendran, and Ramesh Kumar Moona Haji Mohamed. "The Role pf Psychological Contracts in Enhancing Employee Retention Strategies." Semarak Advanced Research in Organizational Behaviour 3, no. 1 (2024): 1–20. https://doi.org/10.37934/sarob.3.1.120.

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Among the many volatile challenges weighing heavily on this dynamic and competitive labour market, employee retention is paramount, especially in sectors like health care, where fluctuation in turnover can remarkably affect service quality and operational efficiency. This paper discusses the implications of a psychological contract on employee retention strategies. It means, the psychological contracts have gained a lot of importance as they reflect the perceptions of employees regarding the commitment of the organization to provide them job security, career development, and work-life balance.

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Dikara, Wijiharta SJ. "Analysis of the Outsourcing Work System from the Islamic Human Resource Management Perspective." At-Tauzi Jurnal Ekonomi Islam 8, no. 1 (2013): 40–54. https://doi.org/10.5281/zenodo.13768777.

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This study aims to determine the pattern of outsourcing work contract systems and to find out how the work contract system practices according to the perspective of Islamic human resource management. This research was conducted at the principal company, with research subjects outsourcing employees. This qualitative research uses data collection techniques through triangulation methods and data analysis techniques using content analysis. The conclusion from the research results are that there are conformity and discrepancy in the practice of outsourcing work systems by vendor companies in terms

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Obadia, Shikunzi, and Germanus Chole. "The Impact of Employee Proficiency on Tanzanian Procurement Contract Management; Evidence from Higher Learning Institutions." Journal of Economics, Management and Trade 30, no. 4 (2024): 1–12. http://dx.doi.org/10.9734/jemt/2024/v30i41200.

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The impact of employee proficiency on Tanzanian procurement contract management; Evidence from higher learning institutions. Interviews, documentary reviews and questionnaires were used as the methods of data collection. The Statistical Package for Social Sciences (SPSS) computer software version 22 was used specifically for the purpose of analyzing the quantitative, while qualitative data were analyzed through content analysis. The findings revealed that an employee should be committed and well-skilled and also that an employer should train their staff on different issues related to procureme

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Lukmansyah, Julianto Firman, and Joyce Angelique Turangan. "Pengaruh Employee Empowerment Dan Psychological Contract Terhadap Turnover Intention Dengan Employee Engagement Sebagai Variabel Mediasi Pada PT BBI." Jurnal Manajerial Dan Kewirausahaan 3, no. 4 (2021): 1057. http://dx.doi.org/10.24912/jmk.v3i4.13501.

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The purpose of this study was to examine the effect of employee empowerment and psychological contract on turnover intention through employee engagement as a mediating variable at PT Buana Bersama Jayaindo. The sampling method used is nonprobability sampling with a purposive sampling approach. The data analysis technique used in thisstudy is SEM-PLS and SMART PLS 3 program assistance. The results obtained are that employee engagement mediates the effect of employee empowerment and psychological contracts on employee turnover intention at PT Buana Bersama Jayaindo. Therefore, employee empowerme

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Khanna Malhotra, Rupa, C. A. Priti Sharma, Himani Upreti, Shruti Sharma, Namrata Prakash, and Shilpi Mittal. "Role of Psychological Contract in Employee Engagement in Higher Education: Empirical Study on Uttarakhand." E3S Web of Conferences 556 (2024): 01030. http://dx.doi.org/10.1051/e3sconf/202455601030.

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The research study was pursued with an attempt to Study the Role of Psychological Contract in the Employees Engagement with specific objectives of Learning the Role of Psychological Contract in the Employees Engagement, identifying the numerousmagnitudes of Employee Engagement, studying the impact of Psychological Contract on every aspect of Employee Engagement and studying the impact of age, tenure and gender on Employee Engagement. Stratified random sampling technique was adopted as means of data collection from 600 full-time employees working in private HEI in Uttarakhand using structured a

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Kwiecień, Sebastian. "The Worker’s Employment Contract—the Legal Regulations of Interwar Poland." Roczniki Nauk Prawnych 28, no. 4 ENGLISH ONLINE VERSION (2019): 73–97. http://dx.doi.org/10.18290/rnp.2018.28.4-5en.

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In independent Poland, the foundations for a new area of law, that is, labour law were laid, abandoning the previously crucial principle of freedom of contract underlying the contractual relationship between an employee and the employer. On March 16, 1928, the President of the Republic of Poland issued an ordinance on labour contracts, defining mutual obligations of employees and their employers under an employment contract based on which the employee undertook to perform work for the employer against remuneration. The legislator permitted the conclusion of employment contracts in writing, ora

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