The effects of psychological contract violation on employee-employer relationship in organisations: A case of Ketepa Limited Kericho Kenya

The nature and implications of employees’ psychological contracts has become a major research focus in the last two decades. Current employment trends, characterised by an increase in short-term employment contracts and a loss of job security, have resulted in a redefinition of career expectations in terms of psychological contract. This study sought to examine the effect of the psychological contract violation employee-employer relationship. This study adopted Organisation Support Theory which holds that employees will contribute to the success of the organisation if their efforts are recognised and rewarded. The study used both qualitative and quantitative techniques. Simple random technique was used to select the employees that were included in the sample. Data was collected mainly through questionnaires and interviews. Both inferential and descriptive statistics were adopted in data analysis. It was found out that psychological contract violation affects the relationship between employees and employers.it also affects the commitment and trust that the employees have on the organisation. This information should assist organisations in their effort to offer psychological contract that are more in tandem with the exchange relationships that employees are seeking to create.