English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

The psychological contract shapes people’s perceptions and behaviours in the workplace through how people perceive and react to feedback from their environment. Little research has been carried out on the psychological contracts of university professional staff and this oversight is particularly problematic due to the impact that the psychological contract has on employee wellbeing and performance. An online survey instrument was utilised incorporating previously validated measures of psychological contract breach, satisfaction, and positive and negative affect. 226 responses to the survey were analysed through a hierarchical linear regression analysis. This research finds that the psychological contract and psychological contract breach can be conceptualised as either contemporary or traditional, incorporating elements from those career orientations. This article concludes that psychological contract expectations of contemporary career factors are one of the most important predictor variables of psychological contract breach alongside satisfaction.

The psychological contracts of university professional staff: expectations, obligations and benefits