Psychological contract and work outcomes during COVID-19 pandemic

Anushree Karani · Payal Trivedi · Heena Thanki

19 citations0/0 files storedJournal of Organizational Effectiveness People and Performance

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Job Satisfaction and Organizational Behavior Employee Performance and Management Higher Education and Employability

Abstract

Purpose The purpose of the current research is to examine the impact of psychological contract fulfillment on work outcomes i.e. organizational commitment and job satisfaction during the COVID-19 pandemic. It also aims to check the mediating role of co-worker support and work engagement on organizational outcomes. Design/methodology/approach The current study has adopted a quantitative approach and a cross-sectional research design has been used with a snowball sampling technique. Data were collected via a structured questionnaire through Google Docs from 926 respondents working at different capacities in the service sector. The study includes those respondents who are working from home during the COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM). Findings Results indicated that psychological contract fulfillment was positively impacting work outcomes i.e. organizational commitment and job satisfaction. Co-worker support and work engagement positively mediated the relationship between psychological contract fulfillment and work outcomes during the COVID-19 pandemic situation. Multi-group analysis proved that there was a difference in opinion regarding the impact of psychological contract fulfillment on organizational commitment and job satisfaction amongst males and females. Originality/value The novel contribution of the study is integrating social exchange theory, organization support theory and social information processing theory during the pandemic situation. The results highlighted meticulous empirical evidence, which answers the question as to how the met expectations cause an advantageous effect on the employees as well as the organizations in this COVID-19 pandemic situation.

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1977Estimating Nonresponse Bias in Mail Surveys 1960The Norm of Reciprocity: A Preliminary Statement 1990PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK.1977Estimating Nonresponse Bias in Mail Surveys 1986Perceived organizational support.1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.2006Antecedents and consequences of employee engagement

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