Psychological Contract and Employee Retention in Private Organizations

Sowemimo Olatunji Zacchaeus

doi:doi:10.11648/j.ijmfs.20210703.11

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Psychological Contract and Employee Retention in Private Organizations

Sowemimo Olatunji Zacchaeus

Published in International Journal of Management and Fuzzy Systems (Volume 7, Issue 3)

Received: 10 May 2021 Accepted: 27 May 2021 Published: 18 August 2021

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Abstract

The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.

Published in	International Journal of Management and Fuzzy Systems (Volume 7, Issue 3)
DOI	10.11648/j.ijmfs.20210703.11
Page(s)	41-46
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Psychological Contract, Employee Retention, Organizational Citizenship Behavior

References

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[2]	Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Journal Human Performance, 10 (2), 99–109. https://doi.org/10.1207/s15327043hup1002_3.
[3]	Chaminade, B. (2007). A Retention Checklist: How do you rate? [Online]. Available at: http://www.hcamag.com/resources/hr-strategy/a-retention-checklist-how-do-you- rate/112621.
[4]	Creswell, J. W. (2002). Educational Research: Planning, Conducting, and Evaluating Quantitative and Qualitative Research. Upper Saddle River, NJ: Merrill Prentice Hall.
[5]	Dipankar, S. (2013). Human Resource: Managing Psychological Contract. Retrieved from http://www.llPM.edu). Retrieved May 12, 2015.
[6]	Festing, M. & L. Schafer. (2014). Generational Challenges to Talent Management: a Framework for Talent Retention Based on the Psychological Contract Perspective.’ Journal of World Business, 49: 262–271.
[7]	Halawi, L., Aronson, J. & McCarthy, R. (2005). Resource-Based View of Knowledge. Journal of Human Resources Management, 24 (3), 125-141.
[8]	Hannay, M. (2002). Low Cost Strategies for Employee Retention. SAGE: London.
[9]	Harold, A. P. (n. d.). Psychological Contract and Employment Relationship. Retrieved from: researchgate.net/publication/228196969_Psychological_Contract_and_Employ ment_ Relationship/download.
[10]	Horwitz, F., Heng, C., & Quazi, H. (2003). Finders, Keepers? Attracting, Motivatin and Retaining knowledge workers. Human Resource Management Journal, 13 (4), 23-44.
[11]	Ndindeng, A. (2020). The Psychological Contract. Week 2, 1-3. Retrieved from https://www.researchgate.net/publication/339777196_The_Psychological_Contract&ved=2ahUKEwiiv5mG_ubwAhU0gf0HHXqzCOgQFjAKegQIFxAC&usg=AOvVaw0-aSVQe75wUIZs2xPK4nhV.
[12]	Nelesh, D. & Sanjana, B. P. (2014). Re-establishing the Psychological Contract as a Precursor to Employee Retention. Problems and Perspectives in Management, 12 (4), 78-90.
[13]	Organ, D. W. (1997). Organizational citizenship behavior: It’s construct clean-up time. Human Performance, 10 (2), 85–97. https://doi.org/10.1207/s15327043hup1002_2.
[14]	Raja, U., Johns, G., & Ntalianis, F. (2004). The impact of personality on psychological Contracts. Academy of Management Journal, 47, 350-367.
[15]	Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41 (4), 574-599.
[16]	Rousseau, D. M. (2001). The Idiosyncratic Deal: Flexibility Versus Fairness? Organizational Dynamics, 29 (4), 260-273.
[17]	Taylor, M. S., and A. G. Tekleab. (2004). Taking Stock of Psychological Contract Research: Assessing Progress, Addressing Troublesome Issues, and Setting Research Priorities. Retrieved from: http://teaching.ust.hk/~mgto650r/clee/Day_3_reading_material/stock.pdf.
[18]	Turnely, W. H. & Feldman, D. C. (2000). Re-examining the Effects of Psychological Contract Violations: Unmet Expectations and Job Dissatisfaction as Mediators. Journal of Organizational Behaviour, 21, 25-42.
[19]	Waiganjo, E. W. and Ng‘ethe, J. M. (2012). Effects of Human Resource Management Practices on Psychological Contract in Organizations. International Journal of Business and Social Science, 3 (19), 117-122.

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Sowemimo Olatunji Zacchaeus. (2021). Psychological Contract and Employee Retention in Private Organizations. International Journal of Management and Fuzzy Systems, 7(3), 41-46. https://doi.org/10.11648/j.ijmfs.20210703.11

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ACS Style

Sowemimo Olatunji Zacchaeus. Psychological Contract and Employee Retention in Private Organizations. Int. J. Manag. Fuzzy Syst. 2021, 7(3), 41-46. doi: 10.11648/j.ijmfs.20210703.11

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AMA Style

Sowemimo Olatunji Zacchaeus. Psychological Contract and Employee Retention in Private Organizations. Int J Manag Fuzzy Syst. 2021;7(3):41-46. doi: 10.11648/j.ijmfs.20210703.11

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@article{10.11648/j.ijmfs.20210703.11,
  author = {Sowemimo Olatunji Zacchaeus},
  title = {Psychological Contract and Employee Retention in Private Organizations},
  journal = {International Journal of Management and Fuzzy Systems},
  volume = {7},
  number = {3},
  pages = {41-46},
  doi = {10.11648/j.ijmfs.20210703.11},
  url = {https://doi.org/10.11648/j.ijmfs.20210703.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijmfs.20210703.11},
  abstract = {The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.},
 year = {2021}
}

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TY  - JOUR
T1  - Psychological Contract and Employee Retention in Private Organizations
AU  - Sowemimo Olatunji Zacchaeus
Y1  - 2021/08/18
PY  - 2021
N1  - https://doi.org/10.11648/j.ijmfs.20210703.11
DO  - 10.11648/j.ijmfs.20210703.11
T2  - International Journal of Management and Fuzzy Systems
JF  - International Journal of Management and Fuzzy Systems
JO  - International Journal of Management and Fuzzy Systems
SP  - 41
EP  - 46
PB  - Science Publishing Group
SN  - 2575-4947
UR  - https://doi.org/10.11648/j.ijmfs.20210703.11
AB  - The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.
VL  - 7
IS  - 3
ER  -

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Author Information

Sowemimo Olatunji Zacchaeus

Department of Business Administration, Olabisi Onabanjo University, Ago-Iwoye, Nigeria

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APA Style

Sowemimo Olatunji Zacchaeus. (2021). Psychological Contract and Employee Retention in Private Organizations. International Journal of Management and Fuzzy Systems, 7(3), 41-46. https://doi.org/10.11648/j.ijmfs.20210703.11

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ACS Style

Sowemimo Olatunji Zacchaeus. Psychological Contract and Employee Retention in Private Organizations. Int. J. Manag. Fuzzy Syst. 2021, 7(3), 41-46. doi: 10.11648/j.ijmfs.20210703.11

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AMA Style

Sowemimo Olatunji Zacchaeus. Psychological Contract and Employee Retention in Private Organizations. Int J Manag Fuzzy Syst. 2021;7(3):41-46. doi: 10.11648/j.ijmfs.20210703.11

Copy | Download

@article{10.11648/j.ijmfs.20210703.11,
  author = {Sowemimo Olatunji Zacchaeus},
  title = {Psychological Contract and Employee Retention in Private Organizations},
  journal = {International Journal of Management and Fuzzy Systems},
  volume = {7},
  number = {3},
  pages = {41-46},
  doi = {10.11648/j.ijmfs.20210703.11},
  url = {https://doi.org/10.11648/j.ijmfs.20210703.11},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijmfs.20210703.11},
  abstract = {The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.},
 year = {2021}
}

Copy | Download

TY  - JOUR
T1  - Psychological Contract and Employee Retention in Private Organizations
AU  - Sowemimo Olatunji Zacchaeus
Y1  - 2021/08/18
PY  - 2021
N1  - https://doi.org/10.11648/j.ijmfs.20210703.11
DO  - 10.11648/j.ijmfs.20210703.11
T2  - International Journal of Management and Fuzzy Systems
JF  - International Journal of Management and Fuzzy Systems
JO  - International Journal of Management and Fuzzy Systems
SP  - 41
EP  - 46
PB  - Science Publishing Group
SN  - 2575-4947
UR  - https://doi.org/10.11648/j.ijmfs.20210703.11
AB  - The inability to keep the essential human resource of an organization has become detrimental to many of such organizations and the growing complexity in the business environment has forced management to stress on employee retention by adapting various means. This research is aimed at examining the association between contracts which are psychological and employee retention in private organizations. It also examines the extent at which psychological contract dimensions are related with the retention of employees. Cross-sectional and quantitative approach was adopted for the study where a sample of 90 members of Victory Life Bible Church who are employees of different private organizations in Abeokuta was chosen through convenience sampling technique and structured questionnaire was used for data collection. The primary data collected for the study was analyzed using Pearson Correlation with the help of Statistical Package of Social Sciences (SPSS). From the findings of the research, it was confirmed that psychological contract is positively related with employee retention; it also showed that psychological contract dimensions are highly associated with retention of employees. It is recommended by the study that psychological contract be considered as part of the organizations’ strategies to maintain and retain resourceful employees who would coordinate the other resources of the organization towards the attainment of corporate goals and organizational effectiveness.
VL  - 7
IS  - 3
ER  -

Copy | Download