pick category
EMPLOYEES’ PERCEPTION OF PSYCHOLOGICAL CONTRACT: A CASE STUDY OF KENYA MEAT COMMISSION
The main objective of the study was to the extent of employees’ perception of psychological contract in the KMC. Data was collected from sixty (60) employees across all grades in Kenya meat Commission. The collected data was analyzed and interpreted in line with the objective of the study namely, to establish the extent of employees’ perception of psychological contract at the KMC.
Details
| language |  | english |
| wordcount |  | 15280 (cca 43 pages) |
| contextual quality |  | N/A |
| language level |  | N/A |
| price |  | free |
| sources |  | 35 |
Table of contents
ABSTRACT i
CHAPTER ONE: INTRODUCTION 1
1.1 Background 1
1.1.1 The Concept of Psychological Contract 2
1.1.2 The Kenya Meat Commission (KMC) 3
1.3 Statement of the Problem 4
1.4 Objectives of the Study 5
1.5 Importance of the Study 5
CHAPTER TWO: LITERATURE REVIEW 6
2.1 The Concept of Psychological Contract 6
2.2 The Significance of Psychological Contract 7
2.3 Factors Influencing the Formation and Evaluation of Psychological Contracts 8
2.3.1 Individual Level Factors 8
2.3.2 Organizational Factors 8
2.4 Types of Psychological Contracts 9
2.4.1 Transactional Contracts 9
2.4.2 Relational Contracts. 10
2.4.3 Hybrid (Balanced) Contracts 10
2.5 Fulfillment, Breach and Violation of Psychological Contract 11
2.6 Relationship Between: Psychological Contract, Values, Attitudes and Behavior. 12
2.6.1 Values 12
2.6.2 Attitudes 13
2.6.3 Behavior 13
2.6.4 Psychological Contract and Job satisfaction 14
2.7 Psychological Contract and Organizational Commitment 15
2.8 Relationship Between Psychological Contract Violation, Job Satisfaction and Organizational Commitment 15
CHAPTER THREE: RESEARCH METHODOLOGY 17
3.1 Research Design 17
3.2 Population 17
3.3 Sample Design 17
Table 3.1: Population Structure of KMC employees from Grade 4-10 17
3.4 Data Collection 18
3.5 Data Analysis and Presentation 18
CHAPTER FOUR: DATA ANALYSIS, FINDINGS AND DISCUSSIONS 19
4.1 Introduction 19
4.2 Organizational Profile 19
4.2.1 Gender Distribution 19
Table 4.1 Gender Distribution 19
4.2.2 Age Distribution 20
Table 4.2 Age Distribution 20
4.2.3 Highest Level of Education 20
Table 4.3 Highest Level of Education 21
4.2.4 Departmental Representation 21
Table 4.3 Departmental Representation 21
4.2.5 Number of Years in KMC 22
Table 4.5 Number of Years in KMC 22
4.3 Measure of Psychological Contract 22
4.3.1 Perceived Employee Obligations to the KMC 23
Table 4.6 Perceived Employee Obligations to the KMC 23
4.3.2 Perceived KMC Obligation to its Employees 24
Table 4.7 Perceived KMC Obligation to its Employees 25
4.3.3 KMC Psychological Contract Fulfillment 26
Table 4.8 Measure of Perceived Psychological Contract Fulfillment 26
4.4 Organizational Commitment, Overall Assessment and Responsibility of Fulfillment of Obligations by Both Employee and the KMC 27
Table 4.9a Overall Assessment of Fulfillment of Obligations by both Employee and the KMC 27
Table 4.9b Organizational Commitment 28
Table 4.10 Responsibility for Fulfillment of Obligations 29
4.5 The Fulfillment of a Psychological Contract and Job Satisfaction in KMC. 29
Table 4.10 Job Satisfaction in KMC 30
CHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 31
5.1 Introduction 31
5.2 Summary 31
5.2.1 The General Information 31
5.2.2 Measure of Psychological Contract 33
5.2.3 Organizational Commitment, Overall Assessment and Responsibility of Fulfillment of Obligations by Both Employee and the KMC 34
5.2.4 The Fulfillment of a Psychological Contract and Job Satisfaction in KMC. 34
5.3 Conclusions 35
5.4 Recommendations 37
5.4.1 Recommendations for Improvement 37
5.4.2 Recommendations for Further Research 38
5.5 Limitations of the Study 38
REFERENCES 39
APPENDICES 43
APPENDIX I: LETTER OF INTRODUCTION 43
APPENDIX II: QUESTIONNAIRE 44
Preview of the essay: EMPLOYEES’ PERCEPTION OF PSYCHOLOGICAL CONTRACT: A CASE STUDY OF KENYA MEAT COMMISSION
When entering into an employment relationship, an employee realizes that he/she is accepting an obligation to supply particular services to the organization as well as following directives of the management. The employee also perceives that the organization is obligated to provide certain items in exchange for the contributions supplied by the employer such as wages, salaries, training and career opportunities. Likewise, the employer accepts and expects certain obligations when entering into an employment relationship with a new employee (Robinson and Rousseau, 1994). The employer is obligated to provide a set of inducements in exchange for the employee contributions. These mutual obligations between an organization and an employee constitute what is termed as the psychological contract.Research into the psychological contract between employer and employees has produced a number of important messages for managers and students of people management. Despite the academic origins of the term, many managers ...
... attached to KMC Continuance KMC has a great deal of personal meaning for me Commitment Staying at KMC is a matter of necessity as much as I desire It would be very had for me to leave KMC now, even if I wanted to Too much of my life would be disrupted if I decided to leave KMC now I have few options to consider leaving KMC now If I had not put so much of my self to KMC I might consider working elsewhere One of the negative consequences of leaving KMC would be the scarcity of available alternatives Normative I feel an obligation to remain at KMC commitment Even if it were to my advantage , I do not feel it would be right to leave KMC I would feel guilty if I left KMC now KMC deserves my loyalty I would not leave KMC now because I have a sense of obligation to it I owe a great deal to KMC
Essay is in categories
/
Economics
/Human Resources
//
Economics
/Management
/Strategic Management
/Comments
Princess R.This is the longest paper I have browsed so far. It appears like a dissertation already. But it has lots of perspectives and info though.