Optimism and psychological contract on life effectiveness and work effort in IT employees

Pages:423-428
Tina Fernandes, Geeta Sunkarapalli and Durgesh Nandinee (St Francis College for Women, Begumpet, Hyderabad )
Velury Pallavi (Organizational Psychologis, Santula EAP)

Employees’ well-being in IT sector is a great challenge. Every organization attempts to meet the expectations of their employees, in order to create a conducive workplace atmosphere for its growth. Hence, developing conducive environment may produce a anodyne effect in their life. Aims: The first objective of the study was to find out if there is a difference between men and women on optimism, psychological contract, life effectiveness and work effort in IT employees and second objective was to explore the relationship between life effectiveness, workplace optimism and psychological contract among IT employees. The study involved a correlational design Optimism and Psychological Contract were predictors and Life Effectiveness and work effort were the criterion. One hundred and forty two were men and ninety were women belong to the age group of 20 years and 60were selected, of which 218 completed the Life Effectiveness Questionnaire (LEQ), Workplace Explanations Survey (WES), Psychological Contract Questionnaire, Work Effort Scale, and Work Effort Scale (WESC). These instruments were administered individually along with demographic details. Statistical Analysis Used: The data were analyzed by means of descriptive statistics, Pearson’s product‑moment correlations, and multiple linear regression analyses. The results revealed that the identified that dimension of optimism and dimension of psychological contract contribute 52% and 53% to IT employees life effectiveness and work effort respectively. Findings could be useful for understanding the role optimism and psychological contract and also helpful in designing positive psycho social intervention for promoting positive health. Implication and shortcomings are discussed.