The mediator analysis of psychological contract: relationship with employee engagement and organisational commitment

Abstract

The present study tests the outcome variables of employee engagement and organisational commitment with psychological contract as a mediator and procedural justice; perceived organisational support and person– organisation fit as antecedents. The model was tested on a managerial sample (n = 297) from six Indian organisations. The study makes an important contribution by establishing the nomological network of these constructs and their relationship to employee engagement and organisational commitment. Structural equation model analysis reveals that the constructs of procedural justice, perceived organisational support and person–organisation provide a best fit model and mediate the relationship between psychological contract and employee engagement and organisational commitment. The outcome variables of employee engagement and organisational commitment are two empirically discriminant constructs. Theoretical and practical implications are discussed.

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