• OpenAccess
  • Psychological Contract, Organizational Commitment and Work Satisfaction: Survey of Researchers in Chinese State-Owned Engineering Research Institutions  [MASS 2014]
  • DOI: 10.4236/jss.2014.29037   PP.217 - 225
  • Author(s)
  • Jianwu Zhou, Michel Plaisent, Lili Zheng, Prosper Bernard
  • This research analyzed the effect of knowledge workers’ psychological contract on organizational commitment and work satisfaction. Data was collected thru a questionnaire survey given to 517 randomly selected Chinese knowledge workers in two state-owned engineering research institutions. The questionnaire contained items about the demographic profile of the respondents, psychological contract, organizational commitment and work satisfaction. The last three items were answered using a Likert rating scale ranging from 1 to 5 (strongly disagree to strongly agree). Descriptive statistics of the information on demographics was done together with reliability analysis, Pearson correlation and multiple regression of the data on the last three items on the questionnaire. The two dimensions of psychological contract were found to have a significant positive correlation with organizational commitment and work satisfaction. The three dimensions of organizational commitment were found to have a significant positive correlation with work satisfaction. From the regression model it was found that the fulfillment of knowledge workers’ psychological contract contributed to the development of increased organizational commitment which in turn contributed to increased knowledge workers’ job satisfaction level. This research investigated further the application of psychological contract in Chinese context and bridges the literature gap on analyzing the effects of Chinese psychological contract on work satisfaction through organizational commitment.

  • Psychological Contract, Organizational Commitment, Job Satisfaction, Chinese Knowledge Workers
  • References
  • [1]
    Gumusluoglu, L., Karakitapoglu-Aygun, Z. and Hirst, G. (2013) Transformational Leadership and R & D Workers’ Multiple Commitments: Do Justice and Span of Control Matter? Journal of Business Research, 66, 2269-2278.
    Robertson, M.M., Huang, Y.H., O’Neill, M.J. and Schleifer, L.M. (2008) Flexible Workspace Design and Ergonomics Training: Impacts on the Psychosocial Work Environment, Mus-culoskeletal Health, and Work Effectiveness among Knowledge Workers. Applied Ergonomics, 39, 482-494.
    Eslami, J. and Gharakhani, D. (2012) Organizational Commitment and Job Satisfaction. ARPN Journal of Science and Technology, 2, 85-91.
    Rousseau, D.M. (1995) Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Sage, Newbury Park, CA.
    Cassar, V. and Briner, R.B. (2011) The Relationship between Psychological Contract Breach and Organizational Commitment: Exchange Imbalance as a Moderator of the Mediating Role of Violation. Journal of Vocational Behavior, 78, 283-289.
    Meyer, J.P. and Allen, N.J. (1991) A Three-Component Conceptualization of Organizational Commitment. Human Resources Management Review, 1, 61-89.
    Yamaguchi, I. (2013) A Japan-US Cross-Cultural Study of Relationships among Team Autonomy, Organizational Social Capital, Job Satisfaction, and Organizational Commitment. International Journal of Intercultural Relations, 37, 58-71.
    Luo, J. and Yu, M.F. (2013) A Study of Knowledge Staffs’ Loyalty Based on the Psychological Contract. Journal of Xi’an Shiyou University (Social Science Edition), 1, 50-54.
    Altinoz, M., Cakiroglu, D. and Cop, S. (2012) The Effect of Job Satisfaction of the Talented Employees on Organizational Commitment: A Field Research. Procedia-Social and Behavioral Sciences, 58, 322-330.
    Zopiatis, A., Constanti, P. and Theocharous, A.L. (2014) Job Involvement, Commitment, Satisfaction and turnover: Evidence from Hotel Employees in Cyprus. Tourism Management, 41, 129-140.
    Si, S., Wei, F. and Li, Y. (2008) The Effect of Organizational Psychological Contract Violation on Managers’ Exit, Voice, Loyalty and Neglect in the Chinese Context. International Journal of Human Resource Management, 19, 932- 944.
    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 Inten-tions? Procedia-Social and Behavioral Sciences, 99, 274-281.

Engineering Information Institute is the member of/source content provider to