Psychological contract on the social performance of companies in Benin

Abstract

The aim of this research is to examine the impact of the psychological contract on the social performance of companies. The psychological contract, defined as the set of tacit expectations and reciprocal obligations between employers and employees, plays a crucial role in the quality of working relationships. To achieve this objective, a dual methodological approach combining qualitative and quantitative data was adopted. In the qualitative phase, semi-structured interviews were conducted with 11 company directors, mainly from the construction and public works sector and recruitment agencies. Thematic content analysis was used to identify employers' expectations of temporary workers, and the perceived impact of the psychological contract on social performance. For the quantitative phase, 180 temporary workers were surveyed in 18 companies selected using the snowball method. Data were analyzed using structural equation models with SPSS and SmartPLS4 software. Exploratory and confirmatory factor analyses were performed to validate the dimensions of the psychological contract. The results reveal that the psychological contract positively and significantly (β = 0.633 and P = 0.000 < 0.05) influences the employee-employer relationship, thereby improving social performance. In addition, it positively impacts corporate social responsibility (CSR) (β = 0.605 and P = 0.000 < 0.05). Thus, these results enable managers to develop strategies that foster trust, employee satisfaction and organizational commitment, thereby improving companies' overall social performance.

JEL Classification: M14

Paper type: Empirical research