Organizational conflict, psychological contract, commitment and organizational citizenship behaviour: a case of Kyambogo University

Abstract

The study sought to examine the relationship between Organizational Conflict, Psychological Contract, Commitment and OCB at Kyambogo University. A cross-sectional research design was used to generate data and quantitative methodology was used in analysing the relationships. Questionnaires and review of related literature were used to collect the data. A Conceptual Framework was developed to guide the researcher in analysing the relationships between the variables. The Statistical Package for Social Scientists (SPSS) was used to test the relationships between the variables. A regression model was used to determine the degree to which the predictors which were, Psychological Contract, Emotional Outcomes, Organisational Conflict and Employee Commitment could explain the dependent variable i.e., Organisational Citizenship Behaviour. The findings showed that: There is no significant relationship between Organisational Conflict and Employee Commitment.

There is a positive and significant relationship between employee Commitment and OCB.

There is no significant relationship between Organisational Conflict and Psychological Contract. No link was observed between the two variables.

There is a positive relationship between Psychological Contract and OCB.

The Psychological contract is a better predictor of Organisational Citizenship Behaviour than Emotional Outcomes, Organisational Conflict and Employee Commitment.