PSYCHOLOGY CONTRACT ON EMPLOYEE PERFORMANCE IN COVENANT UNIVERSITY, OTA, OGUN STATE, NIGERIA.

ABSTRACT The main aim of this study is to determine the effect of psychological contracts on employee performance in educational institutions. Psychological contracts are the unwritten and unspoken expectations that both employees and employers are bound to by one another. Employee performance is the effectiveness and efficiency with which an individual carries out their responsibilities and achieves desired outcomes. The main purpose was set as the effect of psychological contract on employee performance. Moreover, specific objective was used to identify the strength of the psychological contract, employee performance and the recommended solutions for build-up psychological contract on employee performance. This is a cross-sectional explanatory research in nature. A standard questionnaire was used to collect primary data through a survey. The respondents were the academic staff of Covenant University, validity and reliability, descriptive statistics of the sample, correlation and regression, was used to analyze the data and make conclusions. It was found that psychological contract significantly has an effect on employee performance and the other hypotheses don't. Based on the social exchange theory and psychological contract theory in order to get employee performance towards the work, employers should establish a proper culture, strong policies in career development, welfare, rewards system and the behaviour of immediate supervisors should pay attention to strengthen the psychological contract of employees towards the organization.