Assessing the impact of psychological contract fufilment on employee performance. A case study of Ashanti Regional House of Chiefs.

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Psychological contracts are based on the perception of an agreement and research indicates that there is often disagreement between employees and managers as to the terms of a psychological contract. Contracts are normally thought to be based on agreement, so the term „contract‟ might be misleading and inappropriate Cullinane and Dundon (2006). The main objective of the study is to assess the impact of psychological contract fulfilment on employee‟s performance at the Ashanti Regional House of Chiefs. The sources of data were both primary and secondary sources. The population for the study included staff and management of Ashanti Regional House of Chiefs. Kumasi metropolis was chosen as a case study area. Purposive and simply random techniques were used to select 200 respondents. The data were analysed using SPSS and Micro soft excel out of which 97% response rate was received. The survey discovered that, employees‟ performance was highly affected by the following factors; fulfilling all the responsibilities specified in my job description, doing a good job in terms of quantity and quality, being ready to help new employees with their work. It was further discovered that, gender is not determinant of psychological contract fulfilment. Moreover, factors that negatively affect employee‟s performance include; being very punctual at work and willing to accept almost any type of work assignment aside my job description. It was therefore recommended that, more attention should be based on employees‟ satisfaction at work and a good interpersonal relationship between the employers and the employees should be highly ensured through education and training for both employers and employees. Also, employees should be motivated through such packages such as pay increase, rent allowance etc. to boost their working performance to increase production in the organisation.
A thesis Presented to the Department of Managerial Science In partial fulfillment of the requirement for the award MASTERS OF BUSINESS ADMINISTRATION (HUMAN RESOURCE MANAGEMENT).