PSYCHOLOGICAL CONTRACT FULFILLMENT, ORGANISATIONAL COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR

ABSTRACT

Psychological contract refers to the mutual beliefs, expectations, perceptions, and informal obligations between an employee and his or her employer/organization. The state of the psychological contract is concerned with meeting obligations and promises as well as their implications for trust and fairness.  The study, which was carried out in the Nigerian Banking Industry, seeks to introduce the Psychological Contract by defining the concept, identifying its usual contents, explaining the different types of psychological contract and highlighting the importance of the concept. The study goes on to examine the effects of fulfillment of psychological contract on employee outcomes such as commitment and organisational citizenship behaviour.  Data obtained from the questionnaire returned by one hundred and forty-five (145) employees of UBA Plc., Benin City were subjected to a reliability test with the use of SPSS and was analysed with the use of Regression. Findings in this study show that psychological contract fulfillment (PCF) is significantly and positively associated with organisational commitment. Similarly, findings reveal that a significant positive relationship exists between PCF and organisational citizenship behaviour (OCB) as organisational citizenship behavior which is exhibited towards both individuals and the organisation will be higher in employees when an organization presents higher fulfillment of psychological contract. The result also indicates that commitment will moderate the relationship between psychological contract and organisation-level organisational citizenship behaviour (OCBO). However, the result shows that employee commitment is not a significant moderator of individual-level organisational citizenship behaviour (OCBI).