Impact of Psychological Contract Violation on Information Technology-Based Educational Institutions of Kolkata and Suburbs
Saikat Chakrabarti1, Ipseeta Satpathy2, B.C.M Patnaik3
1Saikat Chakrabarti*, Research Scholar/KIIT School of Management/ KIIT University, Bhubaneswar Odisha India.
2Dr. Ipseeta Satpathy, D.Litt Senior Professor, KIIT School of Management, KIIT University, Bhubaneswar, Odisha, India.
3Dr. B.C.M Patnaik, Professor, KIIT School of Management. KIIT University, Bhubaneswar, Odisha, India.
Manuscript received on November 11, 2019. | Revised Manuscript received on November 20 2019. | Manuscript published on 30 November, 2019. | PP: 11221-11227 | Volume-8 Issue-4, November 2019. | Retrieval Number: D8895118419/2019©BEIESP | DOI: 10.35940/ijrte.D8895.118419
Open Access | Ethics and Policies | Cite | Mendeley | Indexing and Abstracting
© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: Human resources of any organization, industrial or educational, being rational in nature are highly responsive to any stimulus. Employees are human resources and are the only animate resources. So they need to be properly led and managed. To any organization or institution efficient and skilled employees are assets. So, the institutions always try to meet their expectations to avoid attrition. Desired outcome, therefore, demands deft and proper leadership. Failure in this field paves the way for Psychological Contract Violation (PCV), and the consequences follow accordingly. All candidates seeking job are not employable. Employable candidates are generally required to be skilful, intelligent and mentally prepared to cope up with upcoming changes and newer technological devices. This is more particularly true of IT-based educational organizations and institutions like engineering or technical and management colleges of Kolkata and suburban areas. Employees here are very conscious of what they get and what the employers committed while appointing them. If there is a gap between the two, chances of breaking psychological contract increase due to psychological contract breach or psychological contract violation. The authors here have compared effects of psychological contract violation on trust, commitment and turnover intention of working-staff of Kolkata’s IT based technological institutions and those of suburban institutes . These are the geographic locations of focus. By means of convenience sampling they collected 257 data. After completing the data cleaning process they analyzed the same with the help of Statistical Package of Social Sciences (SPSS). Our contributions are: (a) identification of positive and significant relation between PCV and Affective Commitment (AC), (b) highlighting ‘social factors’ and ‘time zone factors’ and finally , (c) revelation of the fact that PCV may not be an indicator of turnover intention, while adopting changes and new technological devices. The steps taken at this point of time will determine whether employers are capable of avoiding psychological contract violation. PCV is a dynamic phenomenon. Future researchers may throw more light on other aspects, if any, of the issues concerned.
Keywords: Psychological Contract, Psychological Contract Breach, Psychological Contract Violation, Turnover Intention, Inter Correlation, Regression, Information Technology.
Scope of the Article: Smart Learning and Innovative Education Systems.