Employment expectations: examining the effect of psychological contract fulfillment on bridge employees' personal and work attitudes

Bishakha Mazumdar · Amy Mae Warren · Kathryne E. Dupré · Travor C. Brown

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Job Satisfaction and Organizational Behavior Higher Education and Employability Employment and Welfare Studies

Abstract

Purpose In this study the authors examine whether bridge employees tend to hold non-standard jobs, and if so, whether non-standard job choice is deliberate. Moreover, the authors examine whether fulfillment of employment expectations affects the personal and work attitudes of bridge employees. Design/methodology/approach The authors' research and hypotheses are supported and developed through psychological contract theory. The authors collected data from 195 bridge employees, employed in a variety of jobs, through an online survey. Hypotheses were tested using hierarchical multiple regression. Findings This study suggests that some bridge employees may engage in non-standard employment deliberately. Moreover, we show that fulfillment of perceived obligation by employers (psychological contract) is associated with personal and work attitudes (life satisfaction, job satisfaction, affective commitment, normative commitment and intentions to stay) of bridge employees. Research limitations/implications While this study supports psychological contract theory as an important framework for understanding bridge employment, sample size, cross-sectional data and a lack of diversity in the sample limit causality, generalizability and data robustness. Future research should strive to replicate and extend the current findings. Practical implications The present study underlines the importance of designing jobs to meet the expectations of bridge employees. Also, it highlights the preference of bridge employees to engage in non-standard employment. Originality/value The authors extend bridge employment research by empirically examining the relationship between unmet employment expectations and the personal and work attitudes of bridge employees.

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References

1985The Satisfaction With Life Scale 2010What Reviewers Should Expect from Authors Regarding Common Method Bias in Organizational Research 2015A Critical Review and Best‐Practice Recommendations for Control Variable Usage 2001Schema, promise and mutuality: The building blocks of the psychological contract 2003The effects of psychological contract breach and organizational cynicism: not all social exchange violations are created equal 2003Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life 2005Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support.2018A Tale of Two Sample Sources: Do Results from Online Panel Data and Conventional Data Converge?

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