In Search of Outcomes of a Psychological Contract in Public Organisation

Background Sustainable development of employees is based primarily on practices oriented towards caring for the relationship between the employer and employee. In this approach, the employee's and the employer's perception of mutual obligations, the employee's belief in the conditions for the exchange of mutual experiences with the employer, and mutual obligations resulting from establishing an employer-employee relationship become important factors and elements of the sustainable development strategy of employees. A growing number of soundscape studies involve a psychological contract literature. However, outcomes have not yet been thoroughly reviewed. The need for a study with this purpose is proven by the fact that academic literature lacks a systematic review of this topic, despite the ascending trend in the number of published articles in the field. Therefore, this study aims at identifying the main outcomes of a psychological contract in public organisations. Research aims The purpose of this literature review was to identify the main effects of psychological contracting in public organisations. We also aimed to collect fragmented academic knowledge produced by pertinent studies. Methodology This article adopts the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach to conduct the systematic literature review. The final sample of 41 empirical and conceptual studies were scientifically screened and synthesised. Findings This study establishes that a psychological contract is a complex phenomenon influencing individual, group, and organisational outcomes directly. The application of a systematic literature review demonstrates the importance of a psychological contract for public organisations. The review suggests an agenda for further research and identifies practical implications for public organisations.