EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION
DOI:
https://doi.org/10.47604/jhrl.1379Abstract
Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission
Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data.
Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05).
Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.
Downloads
References
Anyika, L.K. (2012). Perceived Relationship between Psychological Contract and
Armstrong, M. (2006). Human resource management practice. London: Kogan page limited.
Curwen, R. (2013). The Psychological Contract: Are Unmet Expectations Harming your Employee Relationships? Retrieved from http://www.psych.auckland.ac.ne
Cyril, V. (2013). The Psychological Contract: A Big Deal. Retrieved from http://www.ftp.rta.nato.int
Employee Turnover at Barclays Bank Of Kenya. Unpublished Thesis: University of Nairobi.
Freese, C., & Schalk, R. (2008). How to Measure the Psychological Contract: A Critical Based Review of Measures. South African Journal of Psychology, 38(2), 269-286.
Isaksson, K., Bernhard., C., Claes, R., De Witte, H., Guest, D., Krausz, M., Mohr, G., Peiró, J. M., & Schalk, R. (2003). Employment contracts and psychological contracts in Europe: Results from a pilot study. Retrieved from https://www.uv.es/psycon/documentacion/satsareport0301.pdf
John, B. (2013). The Changing Face of Reward: Psychological Contract Reward. Retrieved from http://www.blog.haygroup.com
Makau, M.M. (2010). Psychological Contract and Organizational Commitment Among Customer Care Representatives (CCR's) at Safaricom Limited, Nairobi, Kenya. Unpublished Thesis: University of Nairobi.
Mueller, T. (2009). Maintaining Psychological Contract is Crucial during Downturns. Retrieved from http://www.blogs.mccobs.uteas.edu
Rousseau, D.M. (2011). The Individual-Organization Relationship: The Psychological Contract. APA Handbook of Industrial and Organizational Psychology, 191-220.
Schalk, R., & Soeters, J. (2008). Psychological contracts around the globe: Cultural agreements and disagreements. Retrieved from https://www.researchgate.net/publication/292517485_Psychological_contracts_around_the_globe_Cultural_agreements_and_disagreements
Scholarios, D., van de Heijde, C.M., Epitropaki, O., Knauth, P., van der Heijden, B., Bozionelos, N., & Jedrzejowi C.Z.P. (2008). Employability and the psychological contract in the European ICT sector SMEs. The International Journal of Human Resource Management, 19(6), 1035-1055.
Secondary School Teachers'moral And Ethical Values In Tanzania: A Case Of Rufiji District Council. Unpublished Thesis: Mzumbe University.
Shields, J. (2007). Managing Employee Performance and Reward. Cambridge: Cambridge University Press.
Songela, A.M. (2015). The Effectiveness Of Teacher's Service Department In Promoting
Teacher Service Commission (2017). About Us. Retrieved from https://www.tsc.go.ke/index.php/about-the-commission/brief-history
Waiganjo, E.W., & 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.
Wanjira, K.M. (2010). A Study of New Employees' Psychological Contract at Kenya Bureau Of Standards, Head Office, Nairobi. Unpublished Thesis: University of Nairobi.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Anne Wanjuhi Kamau, Dr. Susan Wasike, Mr. Bernard Muturi
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
