| dc.description.abstract | Psychological contracts are the beliefs an individual holds concerning terms of an
agreement, which are implicit in nature between the individual and the organization
(Rousseau, 2000). This study examined the effect of perceived psychological contract
violation on employees’ commitment at the National Cereals and Produce Board.
To achieve the goals of this study, 106 management and unionisable employees of the
organisation were presented with questionnaires based on important key elements of
psychological contract and the types of employee commitment. Responses were received
from 92 employees representing 87 percent of the sample group. Their responses to the
questionnaire were analysed and evaluated and, based on the findings, recommendations
were made.
The researcher tested the levels of perceived psychological contract violation and
employee’s affective commitment, normative commitment and continuance commitment.
The results showed that NCPB employees’ perceived violation of psychological contract
to a moderate extent on average, representing violation to a great extent on matters of
career development and management of change, and to a moderate extent in
compensation and financial reward, job content, social atmosphere and work-life balance.
Further results demonstrated that the perceived violation was negatively correlated with
the three types of employee commitment.
The results indicate that perceived psychological contract violation can affect employee
commitment. Employers and those in human resource management should be aware of
the psychological contract and how its violation may impact employees. Identifying those
items that are most important, but least fulfilled will improve overall employment
relationship. Hence, it is recommended that the organization ensures that human resource
strategies, policies and procedures are based on distributive, procedural and interactional
justice | en_US |
