Influence of psychological contract fulfillment on job outcomes: A case of the academic sphere in Jordan

  • Received February 18, 2022;
    Accepted June 8, 2022;
    Published July 13, 2022
  • Author(s)
    Qais Hammouri
    ORCID Researcher ID ,
    Asmahan Majed Altaher
    ORCID ,
    Ahmad Rabaa’i
    ORCID ,
    Heba Khataybeh
    ORCID ,
    Jassim Al-Gasawneh
    ORCID
  • DOI
    http://dx.doi.org/10.21511/ppm.20(3).2022.05
  • Article Info
    Volume 20 2022, Issue #3, pp. 62-71
  • TO CITE АНОТАЦІЯ
  • Cited by
    9 articles
  • 1032 Views
  • 291 Downloads

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License

Changes in the economy, politics, competitors, customers, and even the weather affect the trust relationship between employers and employees. Most organizations are striving to strengthen such relationships by focusing on psychological contract fulfillment that allows for trust leading to job stability and career advancement. An integrated framework was used to investigate the role of psychological contract fulfillment on academic employees in two Jordanian universities (Yarmouk and Jadara Universities). The research area is determined in universities due to a breach of psychological contracts. Using a quantitative method, responses from academic employees were collected to examine their perception of the influence of psychological contract fulfillment on job outcomes. Hypotheses were tested using the partial least square structural equation modeling (PLS-SEM) method on data gathered from 90 academic employees. The findings indicated that psychological contract fulfillment positively influences both employee productivity and satisfaction. In addition, the results revealed that psychological contract fulfillment negatively influences employee turnover. Furthermore, the study findings have managerial implications through enhancing organizational citizenship behavior that leads to increased employee productivity and satisfaction.

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    • Figure 1. Validated research model
    • Figure 2. Hypotheses testing
    • Table 1. Demographic analysis
    • Table 2. Measurement model
    • Table 3. Discriminant validity
    • Table 4. Hypotheses testing
    • Conceptualization
      Qais Hammouri, Heba Khataybeh
    • Data curation
      Qais Hammouri, Ahmad Rabaa’i, Heba Khataybeh
    • Investigation
      Qais Hammouri, Asmahan Majed Altaher, Heba Khataybeh
    • Methodology
      Qais Hammouri
    • Project administration
      Qais Hammouri
    • Resources
      Qais Hammouri, Asmahan Majed Altaher, Heba Khataybeh
    • Software
      Qais Hammouri, Ahmad Rabaa’i, Jassim Al-Gasawneh
    • Writing – original draft
      Qais Hammouri, Ahmad Rabaa’i, Jassim Al-Gasawneh
    • Formal Analysis
      Asmahan Majed Altaher, Ahmad Rabaa’i, Jassim Al-Gasawneh
    • Supervision
      Asmahan Majed Altaher
    • Visualization
      Asmahan Majed Altaher, Jassim Al-Gasawneh
    • Writing – review & editing
      Asmahan Majed Altaher, Ahmad Rabaa’i, Jassim Al-Gasawneh
    • Funding acquisition
      Ahmad Rabaa’i, Heba Khataybeh
    • Validation
      Heba Khataybeh, Jassim Al-Gasawneh
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