Journal of Positive Psychology and Counselling, Vol.

8 June 2021 (Online Edition)

www.ppacjournals.org

The Journal of
Positive
Psychology
and
Counselling

JPPC Vol. 8. June 2021 ISSN 2-630-6522

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

The Journal Positive Psychology and Counselling

A Publication of Positive Psychology Association, Nigeria with headquarters in University of

Ibadan, Nigeria

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

WELCOME MESSAGE FROM THE EDITOR-IN-CHIEF

Dear authors, reviewers and readers of Positive Psychology and counselling,
This is the Eight Edition of the Journal of Positive Psychology and Counselling.

Aims and Scope

The Journal of Positive Psychology and Counselling publishes original research on all aspects
of human psychology including life and living, health and physical sciences, social sciences
and the humanities.
The Journal of Positive Psychology and Counselling is a peer-reviewed journal that attracts
well researched empirical and theoretical articles on areas of positive and counselling
psychology such as psychotherapies, emotions, motivation, holistic wellness, marriage and life
satisfaction, subjective well-being, leisure, interpersonal relationship, mindfulness and optimal
performance, love and infatuation, excellence, aesthetics, creativity and giftedness. the focus
also includes optimism, resiliency, wellness across the life span, religions, spirituality and
well-being, human strengths, virtues, metacognition and happiness.
We attract a large number of international submissions each year which make major
contributions across the range of psychology, particularly where the work has the following
characteristics:

 The journal is conceptualised to attract more empirical and theoretical articles that
bother psychological themes that have a positive meaningful impact on individuals and
communities worldwide.
 The centrepiece of such articles should be to ultimately provide information on ways to
generate positive development and happiness in our world.

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

 articles or groups of articles dealing with topics that are of interest to researchers from
more than one specialism;
 section of psychology or which address topics or issues at the interface between
different specialisms or sections of psychology;
 articles or groups of articles that take different or contrasting methodological or
theoretical approaches to a single topic;
 articles or groups of articles dealing with novel areas, theories or methodologies;
integrative reviews, particularly where the review offers new analysis (e.g. meta-
analysis), new theory or new implications for practice,
 articles or groups of articles dealing with the history of psychology;
 Interdisciplinary work, where the contribution from, or to, psychological theory or
practice is clear.
The journal enjoys a wide international readership and features reports of empirical studies,
critical reviews of the literature and theoretical contributions which aim to further our
understanding of positive psychology.
The journal additionally publishes a small number of invited articles by people who lead their
field on a topic that provokes discussion. These articles include a short peer commentary.

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

AUTHORS’ GUIDE
Instructions for authors
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to the Journal of Positive Psychology and Counselling, criteria for publication and the online
submission process.

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The manuscript which should not be more than 5000 words should be presented in the
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Title Page

This should contain the title of the contribution (capitalize the first letter of each word in the
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All manuscripts must include a brief but informative Abstract. It should not exceed 300 words
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abstract should allow the reader to quickly have a clear idea about the rationale for the work,
the experiments conducted and the results of those experiments before reading the rest of the
manuscript. Both common and scientific names should be included; the authorities are not

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

given if they appear in the title. References to the literature and mathematical
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Keywords (3-7) should be provided below the Abstract to assist with indexing the article.

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Discussion

The results should be discussed concerning any hypotheses advanced in the Introduction.
Comment on results and indicate possible sources of error. Place the study in the context of
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Implications of findings and Conclusion

The main conclusions of the experimental work should be presented. The contribution of the
work to the scientific community and its economic implications should be emphasized.

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Acknowledgements

The source of financial support must be acknowledged. Authors must declare any financial
support or relationships that may pose a conflict of interest in the covering letter submitted
with the manuscript. Technical assistance may also be acknowledged.
References

All publications cited in the text should be presented in a list of references following the text of
the manuscript.
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The Journal of Positive Psychology and Counselling does not receive direct funding from any
external agency, therefore, authors are required to pay page/processing costs. The Journal of
Positive Psychology and Counselling, therefore, levies an article-processing charge of #30,000
or $100 for each article accepted for publication. These charges cover some of the costs for the
journal's review, production, online availability, hosting and archiving and allows a greater
circulation for the journal as well as immediate online availability for unlimited data download
worldwide.
We recommend that you ask a colleague or copy editor to read over your paper before
submission to ensure it is of a high standard and conforms to a high level of scientific writing.
Before submission of your manuscript, please check that:
• All references cited in the text are included in the reference section.
· All figures and tables are cited in the text.
· Figures are at least 300 d.p.i.
· The pages are numbered
Manuscript Submission
Microsoft Word formats may be submitted online as an e-mail attachment to the Editor through
positivepsychandcouns@gmail.com

Note: published articles are available on https://ppacjournals.org

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EDITORIAL BOARD
Editor in Chief
Adebayo D. Oluwole, PhD. MPoPAN, MCASSON – Department of Counselling and Human
Development Studies, University of Ibadan, Nigeria

Editors
Professor Chris Ajila – Department of Psychology, Obafemi Awolowo University, Nigeria
Professor Oyesoji Aremu - Department of Counselling and Human Development Studies,
University of Ibadan, Nigeria
Professor Biodun J. Ogundayo – Division of Communication and the Arts, University of
Pittsburgh, Bradford, USA.
Professor D.A. Adeyemo – Department of Counselling and Human Development Studies,
University of Ibadan, Nigeria
Professor P.T. Ortese – Benue State University, Nigeria
Professor P.O. Olapegba – Department of Psychology, University of Ibadan
Professor Chioma C. Asuzu – Department of Counselling and Human Development Studies,
University of Ibadan, Nigeria
Dr Adefunke Ehindero - Department of Educational Foundations and Counselling,
Obafemi Awolowo University, Nigeria
Dr Abayomi Akindele-Oscar - Foundations and Counselling, Olabisi Onabanjo University,
Ago-Iwoye, Ogun State, Nigeria
Dr Oluyinka Ojedokun – Dept of Pure and Applied Psychology, Adekunle Ajasin University,
Ekiti State, Nigeria
Dr Umar Talatu Ibrahim – Umaru Musa Yar’adua University, Katsina State, Nigeria

Senior Assistant Editor

Dr Oluyemi Adetunji Stephens - Pretoria, South Africa

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

Authors Title Page

Aderanti, Ruth A. Osunderu, Toxic masculinity, Body Image and Self-Esteem of 1
Iyunoluwa Adolescent Boys in Senior Secondary Schools
Omotosho Tominiyi

Matthew Idowu Olatubi Assessment of Spiritual Well-being and Nursing 11

Olufemi Oyebanji Oyediran Students’ Spirituality in a University in Nigeria
Iyanuoluwa Oreofe Ojo
Oluwakemi Christie Ogidan
Mary Oyenike Ayorinde

M.K. Soetan Influence of Family Background on Secondary 21

School Students’ Perception of Science and
Technology in Ondo, Ondo State, Nigeria:
Implications for Counselling

Olubanke Adeleye Olaojo Increased Sexual Violence and Its Effects on 28

Salawu Sherifdeen Adewale Victims’ Wellbeing in The Era of Covid 19
Paul Ojokheta Pandemic
Kazeem Kayode Kareem
Foluke Oyenike Ayansiji
Titilola Rachael Adeyemo

Beatrice Olawumi Ajidahun Spiritual Counselling And Healthy Life Styles 35

Joseph Kayode Adeyemi Among Adolescents: Fowler’s Theory Of
Spirituality Perspective

G.A. Adelodun Study Habit And Academic Self-Efficacy As 44

Predictors Of Academic Under-Achievement
Among High Ability Senior Secondary School
Students In Oyo State

Fatima R. Rahji Predictors of Risk factors to Neonatal Tetanus in 53

Alabata Community, Akinyele Local Government
Area, Oyo state, Nigeria

Abdulganiyu Saka Psycho-Social Factors as Predictors of Truancy 66

Rabi Abdullahi Machika Among Senior Secondary School Students in
Wukari Local Government Area of Taraba State,
Nigeria

Samuel Olayinka Salami Career Compromise and well-being: The 74

Intervening roles of career stress and goal
adjustment

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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)

Titilayo Adeoye Ajadi Structural Modeling of Physics Teachers’ Quality 88

and Student Learning Achievement in Senior
Secondary School Physics

Joseph Olusola Fehintola Pseudo-Guessing Parameter: Exploration of a 3- 104

Parameter Model Estimate of Mathematics
Multiple Choice Question

Adediran Olusola Akintude Counselling As Elixir For Inclusive Education 116

Salako Adebayo Adeyinka Among Adolescent Learners With Disabilities In
Rabiu Oriyomi Nigeria

Abdulganiyu Saka Some Psychological and Social Predictors of 125

Wama Danjuma Pajo Truancy Among Senior Secondary School Students
Rabi Abdullahi Machika in Wukari Local Government Area of Taraba State
Nigeria

Tolulope Victoria Gbadamosi Social Studies Pre-Service Teachers’ Perception 134

Adedayo Ojo And Attitude As Predictors To Social
Entrepreneurship In Two Colleges Of Education In
Oyo Metropolis

Ezekiel Olusegun Babatunde Effect Of Industrial Actions-Induced Psychological 143

Stress On Academic Performance Of Students In
Nigerian Universities

Abdulfatai Adekunle Influence of Fear of Job Loss, Job Stress, Job 152
Owodunni Hazard and Unethical Work Practices on Deposit
Targets Behaviour among Female Bank Marketers
in Ibadan

Oluwatoyin M. Jaiyeoba Psychological Consequences of Sport Injury on 166

Mental Well-being of Elite Athletes in Ibadan,
Nigeria

Philip Aondowase Iorwuese Emotional Abuse, Cognitive Styles and Suicide 181
Samuel Terzungwe Anhange Intention among In-School Adolescents in Makurdi
Kingson Emeke Onyejebose Metropolis
Moses Ogenyi

Bukola Olusola Elemide Social Factors As Determinants Of Teenage 198

Ezekiel Olusegun Babatunde Pregnancy Proneness Among Public Secondary
School Students In Ibadan, Oyo State
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Journal of Positive Psychology and Counselling, Vol. 8 June 2021 (Online Edition)
Josephine Ese Konyeme
Emmanuel Dahunsi Mabayoje
Aremu Amos Oyesoji
Waliat Folasade Adeyemo
Olusola Samson Olojede
Olaogun Matthew O.
Oladimeji Oyeyemi O.
Amosun Moses D.
Adebunmi Oyebisi Oyekola
Kehinde Kenneth Salaudeen
Kehinde Fadugba
Apaokueze Tessy Nkechi
Benjamin A. Olabimitan
Ajibola A. Ishola
Patterns And Impact Of Social Media Usage And 209
Academic Performance Of Senior Secondary
School Students In Biology In Ika Local
Government Areas Of Delta State
Multimedia-Based Road Safety Education And 221
Driving Behaviour: An Experimental Study
COVID-19 and Students’ Academic Resilience: A 229
Wake-Up Call
Effective Parenting for the Good of the society 236
Ego Resilience and College Adaptation among 243
Nursing Students in Schools of Nursing in Oyo
State
The Impact of Parental Attitude and Practices 256
toward Children with Special Needs in Oyo State
Role of Contextual and Dispositional Factors on 270
Abusive Dating Behaviour among Emerging
Adults in Oyo State, Nigeria
Predictive Effects of Gender, Academic Self- 284
Efficacy and Motivation On Personal Hygiene of
Secondary School Students in Delta State
Influence Of Psychological Contract Fulfilment 293
And Work Environment On Contract Staff’ Job
Performance And Organisational Citizenship
Behaviour In The Lagos Metropolis
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Influence of Psychological Contract Fulfilment and Work Environment on Contract Staff

Job Performance and Organisational Citizenship Behaviour in The Lagos Metropolis

Benjamin A. Olabimitan
Department of Psychology,
Faculty of Social Sciences,
Lagos State University, Ojo-Lagos
benjamin.olabimitan@lasu.edu.ng

Ajibola A. Ishola
Department of Psychology,
Federal University Oye-Ekiti, Oye-Ekiti.
ajibola_ishola@yahoo.co.uk

Abstract
This study investigated the contributions of psychological contract fulfilment and work
environment on employees’ job performance and organisational citizenship behaviour. The
cross-sectional survey design was adopted for this research. 429 respondents were conveniently
sampled from the Business districts in the Lagos metropolis, out of which 198 were males and
231 were females. The study utilised a standardised questionnaire instrument and four
hypotheses were tested using a t-test for independence measure at a 0.05 level of significance.
The results demonstrated that employees' perception of psychological contract fulfilment
influenced organisational citizenship behaviour (t=2.36; df=427; p=.01) and the work
environment had a significant influence on organisational citizenship behaviour (t=2.21; df=427;
p=.05). However, employees’ perception of work environment (t=0.54; df=427; p>.05), and
psychological contract fulfilment (t=0.71; df=427; p>.05) respectively had no significant
influence on job performance. In conclusion, employees' perceptions of psychological contract
fulfilment and a favourable work environment influence OCB positively but did not affect in-
role job performance. It was recommended, that staff engagement, participation in organisational
matters and decision-making processes will create a sense of belongingness and promotes
support. These will reduce the negative or poor perception of psychological contract fulfilment,
improve a positive work environment and subsequent improvement in job performance plus
organisational citizenship behaviour.
Keywords: Psychological contract fulfilment, Work environment, Job performance,
Organisation citizenship behaviour

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Introduction
To achieve the required objectives, business organisations rely on organised interactions between
workers who engage with one another in certain circumstances. Staff and management agree on
and sign written contracts that establish formal positions. However, psychological contracts,
defined as "particular beliefs in a reciprocal obligation between the individual and organization,"
impact workers' working life and relationships with management (Abela & Debono, 2019).
Employees perceive advantageous conditions throughout their job as a result of promises,
comments, or even attitudes expressed by management. Organizations benefit from contract
fulfilment because meeting expectations may lead to favourable work outcomes such as greater
job satisfaction, organisational citizenship behaviour, and lower turnover. When a company
meets or exceeds employee expectations, employees are more inclined to reciprocate with
activities that benefit the company as a whole (Turnley, Bolino, Lester & Bloodgood, 2003).
This is because they continually consider if their fulfilment would be paid back on the boss's
side—under-obligation psychological contract (De Jong et al., 2009), and as a result, they prefer
to limit their performance, resulting in the conditional of mutual low fulfilment. The current poor
service delivery difficulties in the Nigerian workplace may be related to a breach of the
psychological contract in the workplace. Retaining the best hands requires more than simply
service efficiency or hiring and training quality personnel; it also requires creating an atmosphere
that facilitates such employees to thrive and progress while producing the brilliance that ensures
the company's effectiveness. Making promises to employees without following through on them
is generally detrimental, as staff search for methods to retaliate against management (Abela &
Debono, 2019). Due to the physical and psychological challenges caused by psychological
contract breaches, low work performance is still a common occurrence in Nigeria (Iyayi, 2019).
As a result, it is necessary to investigate how non-fulfilment of promises and difficulties in the
workplace impact workers' job performance.
Job performance, according to Motowidlo (2003), refers to the overall value that accrues to an
organisation due to the extra-role activities, or events that an employee performs over a
predefined timeframe. Borman (2004) divide work performance behaviour into three categories:
task performance, organisational citizenship behaviour, and job dysfunctional behaviour (Ishola,
Adeleye & Tanimola, 2018). In addition, the sub-dimension of job performance also of interest is
the organisational citizenship Behaviour. Workers' voluntary efforts in support of their firm that
are not part of their contractual responsibilities are referred to as organisational citizenship
behaviour (OCB) (Abela & Debono, 2019). Helping behaviour, sportsmanship, organisational
loyalty, organisational compliance, individual initiative, civic virtue, and self-development are
the seven basic characteristics of OCB identified by Abela and Debono, (2019). Research has
shown that PCB and OCB have a detrimental relationship especially in temporary employment
(Ahmed, D’Netto, Chelliah & Fein, 2016; Turnley et al., 2003). Employees who believe their
psychological contracts with their organisation have been violated may respond by reducing their
in-role job performance and discretional extra-role behaviour. Employees exposed to PCBs at the
facility under investigation are likely to lower their voluntary helpful behaviour toward their
coworkers and the company. As a result, this research suggests that having a positive view of
psychological contract fulfilment will lead to greater work performance and OCB than having a

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negative perception of psychological contract fulfilment. The work environment in which the
psychological contract occurs plays a significant role in its impact. Kyko (2005) classified work
environments into two categories, and these are conducive and toxic work environments. A
conducive work environment imparts pleasurable experiences to employees and enables them to
portray their real abilities and behaviour. This type of environment also reinforces self-
actualizing behaviours, and employees become more responsible. On the other hand, a toxic
work environment gives employees unpleasant experiences and does not bring out the best in
them. An improved work environment will enhance employees' role performance and, likewise,
the OCB. To summarize, employees' perceptions of their workplace environment and the
fulfilment of obligations have a significant impact on how they interact within the organisation,
their performance on assigned tasks, and their eagerness to go above and beyond their job
description for the organization's growth and success (Abela & Debono, 2019; Mdletshe &
Muzafary, 2019). As a result, it's important to keep track of how the psychological contract and
work environment are evolving, as change might come from either the employer or the
employee. Psychological contract fulfilment and work environment are influenced by both
parties' perspectives and have an impact on how workers carry out their responsibilities and
interact with one another. Based on this premise, this study assesses if the work environment also
contributed to job performance and OCB in the current study.
Even though psychological contracts have direct repercussions for employees, little research has
looked into whom the substance of a contract intensifies the link with job-related outcomes.
Everyone expects to be respected in the workplace (Abela & Debono, 2019); yet, some people
may anticipate higher or lesser degrees of regard. The focus of this research was on contract or
temporary labour. Temporary workers often make less money than permanent employees, are
less likely to have health and pension benefits, are more likely to be employed in low-skilled
professions, and are less likely to be heard when suggesting changes to organisational
procedures.
Psychological Contract Breach (PCB) and some authors (Oluwafemi & Balogun, 2008; Iyayi,
2019; Reimann & Guzzy, 2016) have studied this aspect of psychological contracts, focusing on
how these breaches occur, what areas of work-life breaches occur, how employees react to these
breaches when they occur and also the effect of breaches on both employees and their
organizations. While utilizing different methods, samples and locations and thus arriving at
diverse findings, one similar conclusion from these and most likely other studies are that the
experience of PCB can have negative consequences for both organizations and employees.
Despite the importance of psychological contracts, there have been few discussions of the concept
within the context of the temporary workers in private organisations in Nigeria. This study
attempts to generate the much-needed literature on the subject by studying the experiences of and
reactions to psychological contract breaches among early-career employees’ contract staffers.
The study aims to determine if fulfilment of psychological contract and work environment
influence employees’ Job performance and organization citizenship behaviour. The specific
objectives include:
1. To determine if psychological contracts fulfilment will influence Job performance
among employees.
2. To determine if psychological contracts fulfilment will influence organizational
citizenship behaviour among employees.

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3. To examine if the work environment will influence Job performance among

employees.
4. To investigate if the work environment will influence organizational citizenship
behaviour among employees.

Hypotheses
Four hypotheses were tested for in the study, these are;
1. Employees who are high in psychological contract fulfilment will significantly
report higher Job performance than those who are low in psychological contract
fulfilment.
2. Employees who are high in psychological contract fulfilment will significantly
report higher organizational citizenship behaviour than those who are low in
psychological contract fulfilment.
3. Employees who perceived a favourable work environment will significantly
report higher Job performance than those who perceived an unfavourable work
environment.
4. Employees who perceived a favourable work environment will significantly
report higher organizational citizenship behaviour than those who perceived an
unfavourable work environment.

Method
Study Design
A cross-sectional survey design was adopted for this research. The cross-sectional survey
generated quantitative data. Independent variables in the study are psychological contract
fulfilment and work environment, while the dependent variables are Job performance and
organizational citizenship behaviour. The study was carried out on Lagos island (Apongbon,
Idumota & Marina), Mainland (Yaba, Shomolu, Oshodi-Isolo Industrial estate) and Victoria
Island (Ahmadu Bello Way, Bar Beach) business districts in the Lagos Metropolis, Lagos State
Nigeria.
Participants
Four hundred and twenty-nine (429) respondents returned their responses. Out of the returned
responses, 198 of the respondents were males, while 231 were females. Also, respondents within
age 18-24 were 27, those within the age bracket of 25-34 numbered 327, those within the age
range of 34-54 were 67, while those respondents that fall within the age bracket of 54 and above
were just 4. The educational attainment includes first-degree qualification (313) secondary
school leaving certificate (8), and Diploma certificates (108). Years of experience include a year
and less (9), 1-2 years (303), 2-3 years (74), 3-4years (42), while those that have been with the
organization for 4 years and more amounted to 1. 15 respondents were on a permanent contract
base, 325 respondents were on a temporary contract base, while 89 respondents did not specify
their contract type. Respondents that specified as top-level employees numbered 85. Those that
as middle-level employees numbered 195, while those that specified has been low-level
employees were 149.

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Instrument

In this study, the instrument was divided into five basic parts, viz; To describe the sample, the
following general demographics were included in the survey; gender, age, length of employment,
nature of employment contract (Temporary or Permanent) and organisation for which they are
employed.

Psychological Contract fulfilment was measured using the Psychological Contract Inventory or
PCI (Rousseau, 2008). This evaluated each respondent’s psychological contract in respect of his
or her current employer by focusing on the employee obligations, employer obligations,
psychological contract transactions, and psychological contract fulfilment. In each case,
responses were given on a 5-point scale ranging from 1 (Strongly Disagree) to 5 (Strongly
Agree). In this study, a reliability coefficient alpha of 0.76 was obtained.

The work environment was measured with the work environment scale (WES) of Insel and
Moos (1974). It tested for the type of work environment the individual respondent falls in, to
ascertain if the environment is favourable or unfavourable based on the respondent’s perception.
The respondents' responses were captured on a 5-Likert rating scale of: strongly disagree (1),
disagree (2), not sure (3), agree (4), strongly agree (5). A high score on this measure indicates a
favourable work environment, while low scores indicate an unfavourable work environment. The
reliability coefficient for the scale in this study is 0.82.

Job performance was measured using the in-role performance scale items developed by
Williams and Anderson (1991). In each case, responses were given on a 5-point scale ranging
from 1 (Strongly Disagree) to 5 (Strongly Agree). A high score on this measure indicates high
job performance, while low scores indicate low job performance. The Cronbach’s alpha for the
in-role performance scale was .93. In this study, a reliability coefficient alpha of 0.90 was
obtained.

OCB was measured using the Moorman, Blakely, & Niehoff instrument (1998) with a rating
scale of: strongly disagree (1), disagree (2), not sure (3), agree (4), strongly agree (5). It
consisted of constructs like altruism (giving help to others), conscientiousness (employees
carrying out in-role behaviours beyond required levels), sportsmanship (having positive attitudes
without necessarily complaining), and courtesy (treating others with respect, preventing
problems from occurring or taking steps to mitigate them, giving advance notice, passing along
information consultation). In this study, a reliability coefficient alpha of 0.74 was obtained.

Procedure
Organizations were recruited through both personal contacts and a random sample from online
searches and indirect contacts. Each potential organization was approached with a brief
description of the study. Organizations in five industries agreed to participate in the study and
these are; Retail, Communication, Education, Health and Agriculture industries. The research
instruments were administered by hand for better cooperation and ease in the collection.
Research assistants were employed to facilitate the process. 3 assistants with a minimum school
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leaving certificate were recruited and paid a stipend. The researcher explained to the respondents
that the questionnaires were strictly for research purposes only. They were however assured that
the information would be treated confidentially. Amidst the five hundred questionnaires that
were distributed, 429 questionnaires were properly completed and therefore used for the data
analysis.

Method of Data Analysis

The raw data collected using the structured questionnaire were sorted, edited, coded and
reviewed to have the required quality, accuracy, consistency and completeness. It was then
analysed using the Statistical Package for Social Scientists (SPSS) computer package to test the
influence of psychological contract fulfilment and perceived work environment, on OCB and Job
performance. Demographic data were analysed using descriptive statistics such as mean, range,
standard deviation, percentages and standard deviation. All the four hypotheses stated were
tested using inferential statistics of t-test for independent samples to determine group differences
at 0.05 level of significance.

Results
Data gathered from responses would be presented in this section, in a way that will be relevant
to the study. All four hypotheses were tested, using the inferential statistics of the t-test.
Hypothesis one stated that employees who are high in psychological contract fulfilment will
significantly report higher Job performance than those who are low in psychological contract
fulfilment. The hypothesis was tested with the independent samples t-test. The result is presented
in Table 1.
Table 1: S t-test Showing Influence of Psychological Contract fulfilment on Job
performance among Employees.
Psychological N Mean SD df t P
Contract fulfilment

Job performance High 271 18.09 2.94 427 0.54 >.05

Low 158 17.94 2.26

The result of the t-test presented in Table 1 shows that psychological contract fulfilment has no
significant influence on Job performance among employees (t=0.54; df=427; p>.05). The result
showed that employees who scored high in psychological contract fulfilment ( X =18.09) were
not significantly different in Job performance from those who scored low in psychological
contract fulfilment ( X =17.94). Therefore, the hypothesis is thus rejected.
Hypothesis two states that employees who are high in psychological contract fulfilment will
significantly report higher organizational citizenship behaviour than those who are low in
psychological contract fulfilment. The hypothesis was tested with the independent samples t-test.
The result is presented in Table 2.

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Table 2: Summary of T-test for independence analysis showing the influence of

psychological contract fulfilment on organizational citizenship behaviour among
employees.

Psychological Contract N Mean SD df t P

fulfilment

OCB High 271 22.64 3.89 427 2.36 <.01

Low 158 20.11 3.96

The result of t-test presented in Table 2 shows that psychological contract fulfilment
significantly influences organizational citizenship behaviour among employees (t=2.36; df=427;
p<.01). The result showed that employees who scored high in psychological contract fulfilment (
X =22.64) were significantly different in organizational citizenship behaviours from those who
scored low in psychological contract fulfilment ( X =20.11). Therefore, hypothesis two was
confirmed in this study.
Hypothesis three states that employees who perceived a favourable work environment will
significantly report higher Job performance than those who perceived an unfavourable work
environment. The hypothesis was tested with the independent samples t-test. The result is
presented in Table 3.
Table 3: Summary of t-test for independence analysis showing the influence of perceived
work environment on job performance among employees.
Perceived Work N Mean SD Df t P
Environment
Favourable 238 18.12 2.78
Job performance 427 0.71 >.05

Unfavourable 191 17.93 2.61

The result of t-test presented in Table 3 shows that perceived work environment has no
significant influence on Job performance among employees (t=0.71; df=427; p>.05). The result
showed that employees who had favourable perception of the work environment ( X =18.12)
were not significantly different in Job performance from those who had an unfavourable
perception of the work environment ( X =17.93). Therefore, hypothesis three was not confirmed
in this study.
Hypothesis four states that employees who perceived a favourable work environment will
significantly report higher organizational citizenship behaviour than those who perceived an
unfavourable work environment. The hypothesis was tested with the independent samples t-test.
The result is presented in Table 4.

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Table 4: T-test for independence analysis showing the influence of perceived work
environment on organizational citizenship behaviour among employees.

Perceived Work N Mean SD df t P

Environment
OCB Favourable 238 22.86 4.03
427 2.21 <.05

Unfavourable 191 21.92 3.71

The result of the t-test presented in Table 4 shows that the perceived work environment has a
significant influence on organizational citizenship behaviour among employees (t=2.21;
df=427; p<.05). The result showed that employees who had a favourable perception of the
work environment ( X =22.86) were significantly higher in organizational citizenship
behaviours than those who had an unfavourable perception of the work environment ( X
=21.92). Therefore, hypothesis four was confirmed in this study.

Discussion
This study investigated the influence of psychological contract fulfilment and work environment
on job performance and organizational citizenship behaviour among employees and findings
discussed in this section. The first hypothesis proposed that differences in psychological contract
fulfilment would significantly be influenced Job performance was not supported. The finding
shows that psychological contract fulfilment did not influence the level of job performance
among employees. This finding is in contrast to Rousseau’s re-conceptualization (1998), which
talked about how employees regard obligations over expectations. This implies that most
employees do not affect changes in job performance due to psychological contract violations.
The high rate of unemployment may be a major factor limiting reaction to psychological contract
reactions’. So employees tend to look away from any benefit they can get from their employers
other than the wages, and put in their very best on the job so as not to be fired and or lose their
means of livelihood.
The second hypothesis stated that employees who are high in psychological contract fulfilment
would significantly report higher organizational citizenship behaviour than those who are low in
psychological contract fulfilment was supported. Psychological contract fulfilment influence the
level of organizational citizenship behaviour among employees. This is consistent with Abela
and Debono, (2019) who found that employees exhibited helping behaviour even when they held
good perceptions of their psychological contract fulfilment. The study agrees with the
submissions of Robinson (1996) that certain implicit promises and obligations and employees’
perception of fulfilment act as motivators or barriers to desirable work attitudes and behaviours.
It also agrees with Lester and Kickul (2001) who noted that perceived discrepancies between the
importance and fulfilment of specific psychological obligations affect employee reactions at
work.

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Hypothesis three stated that employees who perceived a favourable work environment would
significantly report higher Job performance than those who perceived an unfavourable work
environment. The finding shows that the work environment did not influence the level of job
performance among employees. The hypothesis was not confirmed. The study is in contrast with
the findings of Mohd et al., (2021), who demonstrated a link between the working environment
and employee performance. The manager's encouragement was discovered to be one of the most
important factors in establishing a pleasant working environment. In the same trend, the results
disagree with another study which found a significant association between the working
environment and employee performance (Athirah Saidi et al., 2019). The supervisor's support
was discovered to be one of the most important factors in establishing a pleasant working
environment (Athirah Saidi et al., 2019).

Hypothesis four states that employees who perceive a favourable work environment will
significantly report higher organisational citizenship behaviour than those who perceive an
unfavourable work environment. The finding shows that perception of the work environment
influences the level of organisational citizenship behaviour among employees. The hypothesis
was confirmed. This finding agrees with the assertion of Brenner (2004) that the ability and
willingness of employees within an organization to share knowledge among one another depends
on their working conditions. For an employee to be able to relate and share knowledge with
colleagues, interpersonal relationship has to be encouraged through the organizational structure
and culture. This study is also consistent with the findings of Cheng and Kadir (2018) which
noted that relationships among employees will not be cordial if the work environment is not
perceived as friendly and cooperative, as such, employees are unlikely to feel committed to the
organization. This implies that more support and compliance would be achieved in an
environment that allows for employee participation.

Conclusion
The impact of psychological contract fulfilment and the work environment on job performance
and organisational citizenship behaviour was investigated in this study. The amount to which
workers' psychological contracts are met by their employers has a direct impact on their
organisational citizenship behaviour, according to the findings. The study also found that the
work environment has little impact on employees' role performance since most employees are
eager to fulfil their given responsibilities as long as they are well compensated for their efforts.
Furthermore, the data suggest that the work environment directly affects or influences
discretionary individual behaviour, not directly or explicitly recognised by the formal incentive
system, and that enhances the successful running of the organisation as a whole. In conclusion,
this research shows that organisational citizenship behaviour, or extra-role behaviour displayed
by employees within the organisation, is critical to the organization's smooth operation and is
influenced significantly by employees' perceptions of psychological contract violations and the
work environment.

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Recommendations
This study looked into psychological contract fulfilment and the work environment. The extent
to which companies fulfil their employees' psychological contracts has little impact on their job
performance. However, psychological contract non-fulfilment and work-environment caused
poor discretionary behaviour. The study recommends that employers should imbibe transparent
leadership. When employees perceive equity and good leadership support, they tend to give their
undivided commitment and dedication and do more than they are paid to do. The study also
recommends staff engagement. Employee participation in organisational matters and decision-
making processes makes them feel a sense of belongingness, and this makes them feel free to
give their opinions, which in turn promotes support and compliance. Employers should be
responsive to employees’ suggestions and opinions to gain their loyalty. Lastly, the study
recommends that employers should organise programmes that will improve the work-life, as well
as the family life of their employees. Programs such as employee assisted programs, cooperative
groups, flexible work schedules, family health programs, and so on will be of great benefit to
improving the work environment and enhancing organisational citizenship behaviour. Several
limitations were encountered in the course of carrying out this study, but the main one is that a
larger sample frame might have provided more accurate and quantifiable results, reducing the
level of biasness, but the sectors that were tested came only from the project environment and
were geographically limited to the south-west of the country, for the sake of convenience and to
limit costs. Also, time was a limiting factor.

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