Publicação
The psychological contract of temporary employees with a university degree in Vietnam
| Resumo: | In Vietnam, graduate employees have entered the labor market with temporary contracts of employment and precarious employment conditions. The psychological contract is currently one of the most interesting research topics; nevertheless this concept is virtually unknown among those responsible for human resources management in Vietnam. Thus, this study was conducted to identify the psychological contract that characterizes the employees with a temporary employment contract, and to describe this reality in the context of Vietnam. The objective of this study is therefore to understand what type of psychological contract is held by Vietnamese employees, with a university degree, working as temporary employees, and to understand how they deal with the broken promises from their employer. The empirical study uses a quantitative methodology. Thus, questionnaire surveys were applied to employees in Ho Chi Minh City, during the month of March 2012. The questionnaire was conducted online and to participate in the research, respondents had to satisfy two criteria: have experience as employees on temporary or short-term contract, and an education level equal or superior to a degree. A total of 106 questionnaires were received. The questionnaire collected information on the expectations held by respondents as to the employment relationship, the degree to which they assessed the fulfillment of these expectations by the employer, and the degree to which they themselves have complied with their obligations, as well as the perception of breach and violation of the psychological contract (PC). The data analysis was performed with the use of the SPSS software program, version 18 (Statistical Package for Social Sciences). The results showed that the graduate employees, with a temporary or short-term employment contract, had a psychological contract (PC) both relational and transactional, and that the two components of the PC were correlated. In addition, respondents also felt a psychological contract breach whenever their employer did not fulfill the promises made to them, and where the break occurred, they experienced a negative emotion, that is, the violation of the PC. The results of this study can be regarded as an initial step to explore the concept of psychological contract in a specific group of employees: the Vietnamese employees with short-term contracts, and with a high educational level. |
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| Autores principais: | Tran Thi Bao Le |
| Assunto: | Relational and transactional psychological contract Breach Violation Employees with shortterm contracts Graduates Vietnam Contrato psicológico relacional e transacional Quebra Violação Empregados com contrato temporário Licenciados Vietname |
| Ano: | 2012 |
| País: | Portugal |
| Tipo de documento: | dissertação de mestrado |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade do Minho |
| Idioma: | inglês |
| Origem: | RepositóriUM - Universidade do Minho |
| Resumo: | In Vietnam, graduate employees have entered the labor market with temporary contracts of employment and precarious employment conditions. The psychological contract is currently one of the most interesting research topics; nevertheless this concept is virtually unknown among those responsible for human resources management in Vietnam. Thus, this study was conducted to identify the psychological contract that characterizes the employees with a temporary employment contract, and to describe this reality in the context of Vietnam. The objective of this study is therefore to understand what type of psychological contract is held by Vietnamese employees, with a university degree, working as temporary employees, and to understand how they deal with the broken promises from their employer. The empirical study uses a quantitative methodology. Thus, questionnaire surveys were applied to employees in Ho Chi Minh City, during the month of March 2012. The questionnaire was conducted online and to participate in the research, respondents had to satisfy two criteria: have experience as employees on temporary or short-term contract, and an education level equal or superior to a degree. A total of 106 questionnaires were received. The questionnaire collected information on the expectations held by respondents as to the employment relationship, the degree to which they assessed the fulfillment of these expectations by the employer, and the degree to which they themselves have complied with their obligations, as well as the perception of breach and violation of the psychological contract (PC). The data analysis was performed with the use of the SPSS software program, version 18 (Statistical Package for Social Sciences). The results showed that the graduate employees, with a temporary or short-term employment contract, had a psychological contract (PC) both relational and transactional, and that the two components of the PC were correlated. In addition, respondents also felt a psychological contract breach whenever their employer did not fulfill the promises made to them, and where the break occurred, they experienced a negative emotion, that is, the violation of the PC. The results of this study can be regarded as an initial step to explore the concept of psychological contract in a specific group of employees: the Vietnamese employees with short-term contracts, and with a high educational level. |
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