Open Universiteit

Please use this identifier to cite or link to this item: http://hdl.handle.net/1820/7597
Title: De Staat van het Psychologisch Contract
Other Titles: Onderzoek van de staat van het psychologisch contract voor verschillende generaties onderwijspersoneel en hun intentie om de organisatie te verlaten
Authors: Moerman, G
Keywords: Psychological contract
Age
Employees turnover
Generation
Education
Issue Date: 1-Sep-2016
Publisher: Open Universiteit Nederland
Abstract: Cause and problem definition Many young teachers in Flemish schools leave their job within the first five years. Few teachers graduate to meet the labor demand. In this study the psychological contract was used as a concept to clarify employees turnover in connection with the relation that exists between the employer and the employee. This concept has been used extensively in scientific research. The psychological contract consists of a non-written contract within a work relation (e.g. commitment, collegiality, cooperation, etc.) Dent calls for further research of the psychological contract in an educational environment. Previous research focuses primarily on alumni and students. The purpose of this qualitative survey is to obtain a broader insight in the usability of the “psychological contract” in an educational environment. Its goal is to observe the differences in the psychological contract among different generations: Babyboomers (i.e. having more than 30 years of work experience), generation X (i.e. between 15 and 30 years of work experience) and generation Y (i.e. under 15 years of work experience). Also studied is the relationship between the state of the psychological contract and the intention to leave the organization for the generations mentioned above. The research aims to answer the following questions: "What is the relationship between the psychological contract and the intention to leave the organization for the generation X, Y and Babyboomers who work in an educational environment?” To formulate a sufficiently conclusive answer to this key question, the following sub-questions will be answered: What is the effect of a lack of participation on the intention to leave the organization? What is the influence of insufficiently challenging work on the intention to leave the organization? What is the impact of a poor work environment or lack of cooperation on the intention to leave the organization? What is the influence of the ideological commitments on the intention to leave the organization? What is the impact of the obligations of the employer and the employee on the intention to leave the organization? Research method The investigation is conducted on the basis of a multiple regression. The cross-sectional research was carried out during the month of June 2016. An online survey was sent to 930 respondents. They were given a period of two weeks to complete the questionnaire. All respondents are teachers at a primary school in the city of Ghent. 280 teachers filled out the questionnaire. Babyboomers with only 28 respondents were very poorly represented. Therefore the results for this group require further research. For this study the psychological contract measures were divided into the obligations of the employer and the obligations of the employee. On the one hand obligations of the employer include: job content obligations, social obligations, developmental opportunities, employer financial obligations and employer ideological commitments. On the other hand obligations of the employee were: in-role obligations, flexibility obligations and ideological obligations. Results and limitations Overall the main predictors for the intention to leave the organization were ideological obligations and in-role obligations. For Babyboomers the main predictors for the intention to leave the organization seem to be gender, the employer’s social obligations and the employee’s ideological obligations. For generation X the main predictors for the intention to leave the organization seem to be the level of education, age, and employer ideological commitments. For generation Y the main predictors for the intention to leave the organization seem to be the employer’s ideological commitments and the employee’s in-role obligations. The results reveal a different state of the psychological contract for the three above-mentioned generations. This study has some limitations. It consists a cross-sectional research. A longitudinal research could enhance the reliability. Babyboomers with only 28 respondents were very poorly represented. Therefore the results for this group require further research. The study was conducted within a narrow education segment (i.e. primary schools) and only in an urban context. Further research could focus on other educational segments. Further investigation can be conducted at different geographical locations. Recommendations Teachers should be extensively involved in the development of school policy and pedagogical issues. Emphasize on cooperation is crucial for the wellbeing of teachers. Teachers must also be given autonomy to pursue their ideals. Policy makers, managers, mentors and other supporting staff should have a clear understanding of what teachers consider as important. An adequate response to these issues is crucial for managers. Further research is necessary to investigate the influence of age and gender on the one hand and the role of level of education on the state of the psychological contract on the other hand. An investigation focused on other educational forms or levels (e.g. secondary schools, high schools, vocational education, technical education, art schools, special schools, etc.) would also be useful. Further research could also be carried out outside an urban context.
URI: http://hdl.handle.net/1820/7597
Appears in Collections:MSc Management Science

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