Pratibha Pandey 1 ; Anamika Pandey 2
1 Assistant Professor, School of Business, Galgotias University, Greater Noida, India.
2 Professor, School of Business, Galgotias University, Greater Noida, India.

Article Id - IJM_12_04_062, Pages : 722-733

DOI: 10.34218/IJM.12.4.2021.062   11 Downloads   34 Views   0 Citation
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In today’s skill and expertise intensive organizations, which are characterized by rapid growth and unimpeded access to information and resources, organizational subsistence demands augmented employee performance. Engaged and loyal employees are considered vital elements for organizational existence and accomplishments. Research suggests that the quality of employment relationship is significantly affected by employees’ psychological contract. The study augments to the theory of the PC by investigating one of the important factors underlying the distinctive nature of the Psychological Contract. A psychological contract encloses personal beliefs and expectations considering the terms and conditions of the employer-employee exchange relationship. The existing literatures tends to develop a strong linkage between five factors of personality and psychological contract in different population. Broadly speaking, personality characteristics ie. extraversion, conscientiousness, neuroticism, agreeableness, openness also known as Goldberg’s Big Five Personality factors, appears to have a strong role in formation of Psychological contract, these characteristics also helps in predicting the breach of Psychological Contract. Therefore, this study throws light on the effect of personality dimensions on the formation of Psychological Contract. Previous research also shows that Psychological Contract is a useful framework for examining the quality of employee-organization relationship. It also reveals a connection between Psychological contract & employee engagement. The study confers that Psychological state of an employee is a strong predictor of his engagement with the organization therefore the role of Psychological Contract cannot be overlooked in such a scenario. The study contributes towards the better understanding of the more relevant measures of Personality as a precursor and Employee Engagement as outcome of Psychological Contract. Implications, limitations, and future research are also discussed in the paper.


Employee Engagement, Corporate, Psychological Contract, Personality Traits

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Pratibha Pandey and Anamika Pandey, Relationship between Psychological Contract, Employee Personality and Employee Engagement: A Literature Review, International Journal of Management (IJM), 12(4), 2021, pp. 722-733 doi: 10.34218/IJM.12.4.2021.062.


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When an author submits a manuscript for review at one of IAEME`s journals, the submitted manuscript should not have been previously published in any form and must not be currently under consideration for publication elsewhere. The manuscript should also not be submitted to any other journal during the review process at IAEME Publication. In case the review process at IAEME takes much longer than stated and the author wishes to end the review process at IAEME, he/she should get in contact with the Editorial Assistant of the journal at IAEME and come to an agreement suitable for both sides after looking at the stage of the manuscript in the review process.

With the APC specified above, the author is given an indication what the APC will be. IAEME is charging Publication Fees (APC) but not Submission Fees. This is to the benefit to authors because payments are only due once the author knows the manuscript is accepted. IAEME with editors and reviewers puts much effort in dealing with the manuscript and expects the authors to stick to the common plan of publishing the paper which is linked to payments of APC as given above at the end of the review process. The author is not legally bound at this time, but it would be seen as a strong breach of academic conduct to back off from the publication process. Once the manuscript is accepted for publication, IAEME will issue an invoice in the Paper Submission and Manuscript Tracking System. This is IAEME `s legal offer and will state the regular APC of the journal. The Corresponding Author is expected to arrange payments of the amount stated at this time. In severe cases IAEME `s Complaints Procedure can be followed and the result of this should be binding to the author.

Refund Policy

Once an article has been accepted for publication, any Article Processing Charges on the article become due. The submitting author accepts responsibility for the Article Processing Charges, and will not issue refunds of any kind except those payments made by mistake or in excess of the amount required.

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IJM Journal Stats

Publication years 2010-2021
Publication count 3469
Total Volumes 12
Total Issues 79
Citation count 4380
h-index 15
i5-index 12
Impact Factor 4
Downloads 5612
Views 54623
Downloads/article 1.62
Citations/article 1.26

Journal Statistics

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