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.
Cite this paper
Zhou, J. , Plaisent, M. , Zheng, L. and Bernard, P. (2014) Psychological Contract, Organizational Commitment and Work Satisfaction: Survey of Researchers in Chinese State-Owned Engineering Research Institutions. Open Journal of Social Sciences
, 217-225. doi: 10.4236/jss.2014.29037
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