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The psychological contract is about what employees believe and what they deserve or can receive, because they recognize that their employers promise to do this gizmo exchange for their contributions (robinson, 1996, pp. 575). Some organization organizations cannot meet the expectations of employees and this leads to a psychological violation of the contract, which leads to work satisfaction and effective Engagement. Work satisfaction and effective involvement is an ongoing goal of any organization, so this research examines the impact of PCB on two major organizational outcomes the occupational satisfaction and emotional involvement in the financial industry and the moderate effects of the two variable tenure and educational levels are also examined.

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