Investigation Of The Impact Of Employees Psychological Contract Perceptions On Their Work Engagement: A Research In The Aviation Sector

Today, organizations are aware that one of the most important factors to survive in changing competitive conditions is correct and effective human resources management. However, new management approaches, an increase in education level, developing technology, and changes in the market, make the processes related to employees' management difficult. As a result, the commitment and motivation of the employees to their organizations decrease. Managers whose performance expectations are not met seek to increase commitment and productivity. In this respect, psychological contract and work engagement, which are seen as the concepts that determine individuals’ attitudes and behaviors in business life, can be useful in explaining the relationships between employee and organization. It is also necessary to know the perceptions of employees to understand their attitudes and behaviors. Psychological contracts and c work engagement are tools and methods that can present this perspective to managers. This study's primary purpose is to examine the relationship between psychological contract and work engagement, which strengthens the relationship between employee and organization. In line with this objective study, 199 participants working in the aviation industry in Turkey was conducted with survey method that allows participation. The data obtained through the questionnaire were analyzed with the SPSS program. As a result of the research, it has been concluded that the psychological contract perceptions of the aviation sector employees affect their level of work engagement. Also, it was concluded that the relational psychological contract, which is one of the psychological contract dimensions, positively affects the employees’ level of work engagement. In contrast, the transactional psychological contract has a negative effect. It is thought that determining the relationships between psychological contract and work engagement will make significant contributions to both theory and practice.