The Role of Psychological Contract Fulfillment in Task Performance: Mediating Effects of Job Satisfaction and Organizational Identification among the Sri Lankan Gig Workers

Abstract

One factor that is discussed in this paper is the premise of Psychological Contract Fulfillment (PCF). and Task Performance (TP) as an outcome variable among workers in Sri Lanka depending on gigs. on the mediation of Job Satisfaction (JS) and Organizational Identification (OI) on the. relationship. The paper investigates the psychology of the new gig economy, according to the Social Exchange Theory and Social Identity Theory, an area of work that involves part-time and short-life employment because of such sites as PickMe, Uber, Fiverr, and Upwork. Even though there is the flexibility, the gig workers tend to suffer work. the lack of official employment rights, instability, and uncontrollable working. environs, and in consequence, psychological contracts, the expectations not spelt out. between employees and platforms and are influential in attitude formation and. behaviors. To collect quantitative data the quantitative cross-sectional design was applied. on the gig economy, online freelance workers, food delivery services, and ride-hailing workers. through a self-report questionnaire, which was structured. The study was conducted using high quality. statistical tests like reliability tests, validity tests, descriptive statistics, correlation, etc. To test the hypothesized associations, regression and mediation tests will be used. The results indicate that gig workers realize the rates of the high implementation of the psychological contract, that are associated with increased levels of their job, organizational identification, and the general performance in the workplace. In addition, job satisfaction and organizational. identification is a powerful intervening variable, which explains the reason psychological contract. fulfillment is a positive performance factor. These results are applicable in the. literature of psychological contract to non-standard employment terms in developing. economies and demonstrate that even in a situation where no formal there are good psychological contracts. there exists employment relations. As a matter of fact, the study she does throws some light on the. that gig platforms can be used to increase the performance and engagement of a worker fulfills both the transactional promises that involve fair and prompt payment. and interpersonal promises comprised of support, respect and open communication. Potential regions where this can be accomplished by fulfilling these commitments will lead to improved. recognition and fulfillment of the workers, and this will be transferred to improved. performance outcomes.