Relationship between psychological contract and organisational commitment at Felda Holdings Berhad /
Psychological contract is essentially an expansion of the concept social contract into the psychological domain. Whereas social contract refers to unwritten set of rights and obligations that determine the nature of relationship between the state and its citizens, psychological contract covers more...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
Gombak, Selangor :
Kulliyyah of Islamic Revealed Knowledge and Human Sciences, International Islamic University Malaysia,
2009
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| Subjects: | |
| Online Access: | Click here to view 1st 24 pages of the thesis. Members can view fulltext at the specified PCs in the library. |
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| Summary: | Psychological contract is essentially an expansion of the concept social contract into
the psychological domain. Whereas social contract refers to unwritten set of rights
and obligations that determine the nature of relationship between the state and its
citizens, psychological contract covers more of the relationship between employees
and organisations. Though it remains unwritten, psychological contract is a powerful
determiner of behaviour in organisations. Example of such organisational behaviour
being influenced by psychological contract is one’s commitment to the organisation.
The aim of this research is to examine the relationship between psychological contract
organisational commitment. For this purpose, a sample of 126 respondents from
Felda Holdings Berhad, a Malaysian government-linked-company (GLC) was given
the Psychological Contract Scale (PCS) and the Affective, Continuance and
Normative Commitment Scales (ACN-CS) for them to complete. Both of these scales
have been translated into Bahasa Malaysia using the committee approach which
involves the researcher and two lecturers from the Department of Psycholgy,
International Islamic University Malaysia. Completed questionnaires were then
analysed using Pearson Product Moment Correlation Coefficient to determine whether
there was a significant relationship between components of psychological contract
(transactional and relational) and components of organisational commitment
(affective, continuance and normative). Results from this research showed that
transactional contract was positively related to continuance commitment but it was
vice versa with both affective and normative commitments. All of these relationships
were significant. Relational contract was found to be positively related to affective,
continuance and normative commitment but it was found to be not significant only in
the case of normative commitment. Overall however, psychological contract was
found to be negatively and significantly related with organizational commitment. This
particular result however is probably due to the nature of both components of the
(transactional and relational) psychological contract which are characteristically of
polar opposites of each other. Nevertheless, this research has shown that that
psychological contract could become a useful tool for fostering and promoting
employees’ commitment to an organisation. |
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| Item Description: | Abstracts in English and Arabic. "A dissertation submitted in partial fulfilment of the requirements for the degree of Master of Human Sciences (Psychology)."--On t.p. |
| Physical Description: | xiv, 95 leaves : ill. ; 30 cm. |
| Bibliography: | Includes bibliographical references leaves 65-70). |