Developing Psychological Contracts of Justice in Improving Employee's Satisfaction at Perum Damri
Abstract
This study aims to examine the predictors and consequences of a fair psychology contract. There are relationships between the degree of reciprocal trust and fair psychological contracts, reward mechanisms for fair psychology contracts, assessment of actual performance to a psychological contract of justice, intrinsic motivation to equitable psychology contracts, equitable psychological contracts on job satisfaction and Intrinsic motivation and Job satisfaction. The population of this study is 205 staff at Perum Damri Regional Division II and data was collected using a purposive sampling technique. The criteria of the respondents chosen were staff or employees who had worked in Damri's general company for at least 1 year. Data analysis techniques in research using software smart PLS 2.0 M3. This study contains 6 hypotheses and from the research, the results of reciprocal degrees of trust influence the fair psychology contract, but the progressive reward mechanism, the assessment of actual performance and intrinsic motivation have no effect. While fair psychology contracts and intrinsic motivation affect employee job satisfaction.
References
Agarwal, P., (2011). Relationship between psychological contract & organizational commitment in Indian IT industry. Indian Journal of Industrial Relations, Vol 47 (2), 290-305.
Alniacik, E., Alniacik, U., Erat, S. and Akcin, K., (2013), Does Person Organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions? Procedia-Social and Behavioral Sciences, Vol. 99, 274-281.
Arasli, Huseyin., Daskin, Mustafa., & Saydam, Serdar, (2014), Polychronocity and Intrinsic Motivation as Dispositional Determinants on Frontline Hotels Employees Job Satisfaction: Do Control Variables Make a Difference ?. Procedia - Social and Behavioral Sciences. 109, 1395-1405
Ayeni, CO., & Popoola, S., (2007), Work motivation, job satisfaction, and organizational commitment of the personal library in In Oyo State's academic and research libraries. Library Philosophy and Practice. 1-16.
Bowen, DE, & Ostroff, C., (2004), Understanding HRM - Firm Performance Linkages; The Role of the Strength of the HRM System. Academy of Management Review, 29 (20, 203-221.
Cappelli, P., & Neumark, D., (1999), Do High Performance Work Practices Improve Establishment Work Outcomes? Industrial and Labor Relations Review, 54 (4), 737- 775.
Chang, LC, Shih, CH & Lin. SM., (2010), The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses; A cross-sectional quetionaire survey. International of Journal Nursing Studies. 47. 427- 433
Chen, G., Kirkman, BL, kanfer, R., Allen, D., & Rosen, B., (2007), "A multilevel study of leadership, empowerment and performance in teams" Journal Applied Psychology, 92 (2) 331-346
Chen G & Klimoski RJ, (2007), Training and development human resources work Is the state of our science strong? Human Resource Management Review, 17. 180-190
Clinton, M. & Guest, DE., (2004), Fulfillment of the Psychological Contract and Associated Work Attitudes: The Role of Fairness and TrustPaper presented at the BPS division of Occu pational Conference, Stratford, UK.
Cooper, DR, & Schindler, PS., (2008), Business Research Methods. Issue 10. Inc. New York: The McGraw-Hill Companies.
Coyle-Shapiro, JAM., (2002), "A psychological contract perspective on organizational citizenship behaviors" Journal of Organizational Behavoir, Vo ;. 23, pp. 927-46
Coyle-Shapiro J. and Kessler I., (2002), Exploring Reciprocity through the Lens of the Psychological Contract: Employee and Enployeer Perspective. Euroepe Journal of Work Organizational Psychology, 11 (1): 69-86.
Darolia, CR, Kumari, P., & Darolia, S., (2010), Perceived organizational support, work motivation and organizational commitment as determinants of job performance. Journal of the Indian Academy of Applied Psychology, 36 (1), 68-78.
Davies, R., (2001), How to Boost Staff Retention. People Management, 7 (8), 54-56.
Deci. EL, & Ryan, RM., (2004), Handbook of Self - Determinatio Reserach. Rochester, NY: University of Rochester Press.
Deci.EL & Moller, AC., (2005), The concept of competence - A starting place for understanding intrinsic motivation and self-determined extrinsic motivation. In A. J Elliot & CS Dweck (eds). Handbook of Competence and Motivation (New York; The Guilford Press). 579-597.
DeCicco.J., Laschinger.H. Kerr. M., (2006), Perceptions of empowerment and respect; effect on access to organizational commitment in nursing home. Journal of Gerontological Nursing, 32 (5). 49-56.
Deery, SJ, Iverson, RD, & Walsh, JT (2006), Towards a Better Understanding of Psychological Contract Breach; A Study of Customer Service Employees, Journal of Applied Psychology, 91 (1), 166-175.
Dewettink, K., Singh, J. & Buyens, D., (2003), Psychological empowerment in the workplace; Review the empowerment effects on critical work outcomes " Vlerick Leuven Gent Working Paper Series, Ghent University, 2-26.
Ghozali, Imam. (2008). Structural Equation Modeling Alternative Methods with Partial Least Square (PLS). Semarang: University Publishing AgencyDiponegoro.
Guest, DE, & Conway, N. (2002). Communicating psychological contracts between employer perspectives, Human Resource Management Journal, Vol. 12, pp. 22-38.
Guthrie. JP (2001). High Involment Work Practices, Turnover and Productivity: Evidence from New Zealand, Academy of Management Journal, 44 (1): 180-90.
Hair, Joseph. F.Jr., William C. Black., Barry J. Babin., And Rudolp E. Anderson, (2010), Multivariate Data Analysis, 7th ed. Upper Saddle River, New Jersey, Printice Hall International, Inc.
Huczynski, AA, & Buchanan, DA (2007). Organizational Behavior, FT; Prentice Hall.
Jonhson, JL, & OLeary-Kelly, AM (2003). Contractual Breach and Organizational Cynicism; Not All Social Exchange Violations are Created Equal. Journal of Organizational Behavior, 24, 627-647.
Johnson, RE, Chang.CH, & Yang, LQ (2010). Commitment and Motivation at Work; The Relevance of Employee Identity and Regulatory Focus. Academy Management Review, 35; 226-245.
Kim, WC, & Mauborgne, R. (2003). Fair Process; Managing in Knowledge Economy, Harvard Business Review, 127-136.
Lambert, SJ, Edwards, JR, & Cable, DM (2003). Breach and Fulfillment of the Psychological Contract; A Comparison of Traditional and Expanded Views. Personnel Psychology, 56 (4), 895-933.
Lange, HA, Bal, MP, & Van Der, H., Beatrice, IJM, De Jong, N. Schaufel, BW (2011). When I'm 64: Psychological contract breach, work motivation and moderating regulatory focus, Work & Stressfuture time perspective and regulatory roles,, 25; 4, 338-354.
Leat.M. & El-Kot. G. (2009). Interpersonal Trust at Work, Intrinsic Motivation, Work Related Tension and Satisfaction in Egypt. International Journal of Workplace Health Management, Vol. 2. No. 2. 180-194.
Lee.AN & Nie.Y. (2014). Understanding Teacher Empowerment; Teachers Perceptions of Primer's and Immediate Supervisor's Empowering Behavior, Psychological Empowerment and Work Related Outcomes. Teaching and Teacher Education. 41.67-79.
Lester, SW, Claire, F., & Kickul, J (2001) Psychological Contract in the 21st Century; What Employee Value Most and How Well Organizations are Res [onding to the Expectations. Human Resource Planning, 24 (1), 10-21.
Lester, SW, Turnley, W, H., Bloodgood, JM, & Bolino, M. M (2002). Not Seeing Eye to Eye; Difference in Supervisors and Subordinate Perceptions of Attributes for Psychological Contract Breach. Journal of Organizational Behavior, 23 (1), 39-56.
Liden. RC, Wayne.SJ, & Sparrowe.RT (2000). An Examination of the Mediating Role of Psychological Empowerment on Relations between the Job, Interpersonal Relationship, and Work Outcomes. Journal of Applied Psychology. 85. 407-416.
Lijo. KJ, & Amrutha, P. (2013). Job involvement of Textile employees with regards to quality of life. InternationalJournal for Research and Development,Vol1 (4), 27-30.
Lilo, KJ & Lyngdoh. WS, (2016). Psychological Contract and Job Satisfaction among HR Professionals in Start-up Service Sector. The International Journal of Indian Psychology. Vol 3, No.2. 2439-3429.
Liu, AMM, & Fang, Z. (2006). A Power Based Approach to Project Management leadership, "Construction Management Economic, 24 (5), 497-507
Low, CCP, & Robertson, RW (2006). Not for bread alone; motivatioan among Hospital employee in Singapore, Public Organization Review. 155-166.
Meyer. JP, & Smith. CA (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17 (4), 319-331.
Parker, SK, & Turner, N. (2002). Work design and individual work performance; Research finding and an agenda for future inquiry. "In; Psychological management of individual performance, S. Sonnentag, John Wiley, Chichester, 69-93
Parker, O., & Wright, L. (2001). Pay and Employee Commitment; The Missing Link, Ivey Bussiness Journal, 65 (3), 70-79.
Paul, RJ, Niehoff, BP, & Turnley, WH (2000). Empowerment, Expectations, and the Psychological Contract - Managing the Dillemas and gaining the Advantages. Journal of Socio-Economics, 29, 471-485.
Quinones, MA (1995). Pretraining context effect: training assignment as feedback. Journal of Applied Psychology. 80. 226-238.
Rousseau, DM (1990). New Hire Perceptions of Their Own and Theirs Employees Obligations; A Study of Psychological Contract. Journal of Organizational Behavior, 11, 389-400.
Rousseau, DM (2001). Schema, promise, mutuality; the building blocks of the psychological contract, Journal of Occupational and Organizational Psychology, Vol. 74, pp. 511-41.
Rowden, RW, & Conine, CT (2005). The impact of workplace learning and job satisfaction in small US commercial banks " Journal of Workplace Learning, Vol. 17 No. 4. 215-230
Schuler, RS (1987). Human Resource Management Practice Choices. Human Resource Planning, 10, 1-19.
Sebastian, MS, & AP, DG (2015). Psychological Contract in the Indian Aviation. Indian Journal Of Research. Vol 8, 78-94.
Seibert.SE, Wang. G., & Courtright. SH (2011). Antecedents and Consequences of psychological and team empowerment in organizations: A meta-analytic review. Journal of Applied Psychology. Vol. 96. No. 5. 981-1003.
Sonnenberg..M; Co. B; & Paauwe. J. (2011). HRM Balancing; The psychological contract of employees; A Multi Level Study. Personal Review, Vol; 40. No.6. 2011.pp; 664-683.
Spreitzer.GM (2008). Taking Stock: A review of more than twenty years of research on empowerment work. In J. Barling & CL Cooper (eds). Handbook of Organizational Behavior. (54-72). Thousand Qaks, CA: Sage.
Tabassi. AA, Ramli. M., & Burn. AHA (2012). Effects of training and motivation on teamwork improvement and task efficiency: The case of construction firms. International Journal of Project Management, 30: 213-224.
Tekleab, AG, & Taylor, MS (2003). Arent there are two parties in an employment relationship? Antecedent and consequences of organization employee agreement and contract obligations and violations. Journal of Organizational Behavior, 24, 585-608.
Tracey. JB, Timothy. R., Mathieu .JW, (2001). The individual influences of characteristics and work environment on varying level of training outcomes. Human Resource Development International, 12.5-23.
Tsai. P. Yen, CY, Huang. L. & Huang. I. (2007). A study on motivating employee's learning commitment in the post-downsizing era; job satisfaction perspective. " Journal of World Business, Vol. 42 No. 2. 157-169.
Ulrich.D. (1997). Human Resource Champions, Boston, MA: Harvard University Press.
Wang. H. (2010). Analysis of the influence of psychological empowerment to intrinsic motivation for first line employees in service business; An empirical analysis of banking line. Psychology Research. 01. 1838-658x
Zhang, X., & Bartol, KM (2010). Linking empowerment leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement, Academy of Management Journal, Vol. 53. No. 1. 107-128.
Zhou, J., Plaisent, M., Zheng, L & Bernard, P. (2014). Psychological Contract, Organizational Commitment and Work Satisfaction: Survey of Researchers in Chinese State-Owned Engineering Research Institutions, Open Journal of Social Sciences, Vol. 2. 217-225
Please find the rights and licenses in AMAR (Andalas Management Review). By submitting the article/manuscript of the article, the author(s) agree with this policy. No specific document sign-off is required.
1. License
The non-commercial use of the article will be governed by the Creative Commons Attribution license as currently displayed on Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
2. Author(s)' Warranties
The author warrants that the article is original, written by stated author(s), has not been published before, contains no unlawful statements, does not infringe the rights of others, is subject to copyright that is vested exclusively in the author and free of any third party rights, and that any necessary written permissions to quote from other sources have been obtained by the author(s).
3. User Rights
AMAR is to disseminate/published articles are as free as possible. Under the Creative Commons license, AMAR permits users to copy, distribute, display, and perform the work for non-commercial purposes only. Users will also need to attribute authors and AMAR on distributing works in the journal and other media of publications.
4. Rights of Authors
Authors retain all their rights to the published works, such as (but not limited to) the following rights;
- Copyright and other proprietary rights relating to the article, such as patent rights,
- The right to use the substance of the article in own future works, including lectures and books,
- The right to reproduce the article for own purposes,
- The right to self-archive the article,
- The right to enter into separate, additional contractual arrangements for the non-exclusive distribution of the article's published version (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal (Andalas Management Review).
5. Co-Authorship
If the article was jointly prepared by more than one author, any authors submitting the manuscript warrants that he/she has been authorized by all co-authors to be agreed on this copyright and license notice (agreement) on their behalf, and agrees to inform his/her co-authors of the terms of this policy. AMAR will not be held liable for anything that may arise due to the author(s) internal dispute. AMAR will only communicate with the corresponding author.
6. Royalties
Being an open accessed journal and disseminating articles for free under the Creative Commons license term mentioned, author(s) aware that AMAR entitles the author(s) to no royalties or other fees.
