An application to analyze the impact of psychological contract on job satisfaction

In today?s highly competitive business environment, firms that have efficient human resource applications are likely to achieve competitive advantage. The primary reason to achieve this competitive advantage is to meet employees? want and needs and create a job satisfaction in them which finally integrates employees? and firms? expectations. Psychological contract is a dynamic term which is caused by employment relationships and refers to bilateral perceptions and expectations which are not spoken between employees and employers. In this context, the main purpose of this study is to analyze the impact of psychological contract on job satisfaction.To analyze above mentioned impact, we used a pre-developed questionnaire to collect data from academic personnel that works for public universities at different pozitions. Following this, a reliability analysis has been performed to validate the data. Demographic characteristics of our sample has been analyzed by using descriptive analysis. Additionally, to analyze our hypotheses multiple regression anaylses and t-tests have been performed.Our findings indicated that the main hypothesis of this study had empirical support which postulates that psychological contract has an impact on job satisfaction variables. Furthermore, by using gender, marital status, position, and income variables we had certain comparisions for psychological contract and job satisfaction variables and certain findings had been obtained.Keywords: Psychological Contract, Job Satisfaction, Transactional Contracting, Relational Contracting.