Psychological Contract and Organisational Citizen Behaviour in the Nigerian Context
DOI:
https://doi.org/10.65150/EP-jefrr/V2E4/2026-05Keywords:
Psychological contract, transactional contract, relational contract, transitional contract, balanced contract, organisational citizenship behaviourAbstract
In the Nigerian context, limited empirical research exists on voluntary work behaviours as influenced by the psychological contract, which is essential for a nuanced understanding of the employment relationship. This study, therefore, examined the effect of psychological contract on organisational citizenship behaviour (OCB). A cross-sectional research design was adopted, and primary data were obtained through the administration of structured questionnaires. The data were analysed using both descriptive and inferential statistical techniques. The findings revealed that psychological contract significantly predicts OCB in the Nigerian context (R² = .420, F = 29.845, p < .001). Specifically, transactional contract (β = .388, t = 4.120, p < .001) and balanced contract (β = .761, t = 3.651, p < .001) had significant positive effects on OCB. However, relational and transitional contracts did not show any statistically significant influence on OCB. The study concludes that psychological contract is a key determinant of organisational citizenship behaviour in Nigeria. The findings have important implications for stakeholders in the employment sector, particularly in addressing brain drain and enhancing employee retention strategies for improved individual and organisational performance.
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