Psychological Contract, Employee work engagement and Intentions to Quit among Employees in Telecom Companies of Uganda

Abstract

The purpose of the study was to examine the relationship between psychological contract, employee work engagement and intentions to quit among employees from Telecom Companies in Kampala district. And the objectives adopted for the study involved examining the relationship between psychological contract and employee work engagement, establishing the relationship between employee work engagement and intentions to quit and intentions to quit and also examining the relationship between psychological contract and intentions to quit. In order to respond to the study objectives, a correlational study design with the quantitative approach was used where a sample of 105 employees served as the study respondents who were selected using a simple random sampling strategy. Data collected was by a self-administered questionnaire with closed ended questionnaires which was analyzed using a computer data analysis program called the Statistical Package for Social Sciences (SPSS) version 21. Presentation of data was by descriptive Statistics and Pearson Product Moment Correlation Coefficients was used to test the relationships. The findings showed that there was a positive significant relationship between psychological contract and employee work engagement (r=.442**,P<0.01), a significant negative relationship between employee work engagement and intentions to quit (r= -.293**, P< 0.01) and a negative significant relationship between psychological contract and intentions to quit (r =-.338**, P=.<0.01). Since findings revealed a positive significant relationship between psychological contract and employee work engagement there is need to ensure that all terms of the psychological contract which are implied are respected by either parties in the contract which will foster dedication, vigor and the employees will become absorbed in the work they are doing resulting into employee engagement.