| Abstract [eng] |
This paper examines the relationship between psychological contract fulfillment and employee well-being with work engagement and organizational commitment. The relevance of the topic is based on labour market trends such as the rise of remote work, rising employee turnover, employee expectations influenced by the economic situation, competition between organizations for labour, etc. These developments make it necessary to reflect on the importance of mutual exchanges between employee and employer. The theoretical background of the study is related to Social Exchange Theory, the concepts of well-being at work (Zheng, Zhu, Zhao & Zhang, 2015), work engagement (Schaufeli & Bakker, 2010) and commitment to the organization (Porter & Lawer, 1965). The aim of this study is to examine the links between psychological contract fulfillment, employee well-being, work engagement, and organizational commitment. The study involved 206 employees from different organizations and used non-probability convenience sampling. Data were collected by means of an online survey. The research instruments included demographic questions about the subjects' age, length of service, gender, sector, job title, type of work, scales on the fulfillment of the employer's psychological contract from the employee's perspective (Robinson & Wolfe Morrison, 2000), well-being at work (Zheng, Zhu, Zhao, & Zhang, 2015), work engagement (Schaufeli & Bakker, 2003), and commitment to the organization (Porter, Steers, Mowday, & Boultian, 1974). The results of the study were analysed using descriptive statistics, factor analysis, regression and mediation analysis. The results of the study were: psychological contract fulfillment, employee well-being, work engagement and organizational commitment are positively correlated; psychological contract fulfillment positively predicts employee well-being, work engagement and organizational commitment; well-being predicts work engagement and organizational commitment; and employee well-being is a mediating variable between psychological contract fulfillment in predicting organizational commitment and work engagement. |
