Employees´ perceptions of psychological contract violation following implementation of performance contract at the Kenya Forestry Research Institute

Abstract

The degree to which employees psychological perceive that their organization has fulfilled their contract determines the level of three components; commitment, and satisfaction. These three components need to strap up their human resources contract involves perceptions loyalty are very important for organizations for improved productivity. that Psychological of the terms and conditions of the agreement between employees and the employer. Today in the Kenya public service, this relationship largely defined by performance perceptions of psychological is contract. This study sought to establish employees' contract Institute following implementation violation at the Kenya Forestry Research of performance contracting. A case study design was used to enable the researcher gather relevant data for this academic undertaking. The target respondents included all employees in the 6 regional centres of KEFRI. Cluster sampling was applied to draw the sample size of 51 respondents. respondents, Primary data was collected using structured questionnaires. 36 responded to the questionnaire, Of the 51 bringing in a response rate of 70%. Data analysis was done by use of descriptive statistics and results presented in charts and graphs. It was found that KEFRI employees' implementation (58%) implementation, employment, commitments while monitoring role in performance a considerable and control contracts percentage (31 %). said Steady was largely their role employment, was secure and support to attain the highest possible level were rated highest under and obligations of the employer. This denoted a relational type of contract. Similarly the relationship with the employer was found to be stable as most of the negative aspects were rated low by the respondents. obligations by employees respondents standards, to dynamic accept new and different performance organization. This psychological contract. capitalize implementation of performance contracts, were ready to perform required tasks, accept increasingly performance positively following On commitments further requirements, indicated the It is recommended on the balanced dynamic challenging demands, respond and commit personally to their of that KEFRI competitive advantage for increased productivity. the performance existence psychological and a balanced management contract and turn dynamic endear to it into a competitive advantage for increased productivity.