The effect of psychological contract perception on work engagement

In order to increase their job satisfaction and their loyalty to their organizations, the corporations have begun to give importance to the trustworthy relationship with their employees and the psychological contracting practices that lay the ground for the employee's dedication to the institution. Therefore, the concept of psychological contracting which is realized outside the official agreements and which strengthens the interaction and communication between the individual and the organization becomes more important every day. The main purpose of this study is to examine the effects of psychological contractual perceptions of the employees on their commitment to work. In this context, the survey data were collected from 250 employees who work as administrative staff in Kastamonu University. Research data were tested by descriptive statistical analysis (frequency, mean, standard deviation, skewness, kurtosis), correlation analysis, linear regression analysis and multiple regression analysis. According to the findings of the study, it is seen that the psychological contract and sub-dimensions of the employees have a positive and significant effect on the commitment behaviors of the relational psychological contract. In addition, it is emphasized that transactional psychological contract dimension, which is one of the sub-dimensions of psychological contract perception, has a positive and significant effect on the dimension of intensification and the dimensions of relational psychological contract and the dimensions of vigor and commitment. By analyzing the relationships between the perception of psychological contract and commitment to work, it is thought that important contributions will be made to the theory and practice