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Developing psychological contract to sustain construction industry workforce: a review of literature

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dc.contributor.author Chandradasa, V
dc.contributor.author Ekanayake, L
dc.contributor.editor Ratnayake, N
dc.date.accessioned 2022-05-04T03:03:39Z
dc.date.available 2022-05-04T03:03:39Z
dc.date.issued 2011-12
dc.identifier.citation Chandradasa, V., & Ekanayake L. (2011). Developing psychological contract to sustain construction industry workforce: a review of literature. In N. Ratnayake (Ed.), Proceedings of the Civil Engineering Research for Industry Symposium 2011 (pp.113-117). Department of Civil Engineering, University of Moratuwa. en_US
dc.identifier.uri http://dl.lib.uom.lk/handle/123/17785
dc.description.abstract Sri Lankan Construction Industry suffers due to shortage of construction labour though the country records an unemployment rate above four percent. About seven percent of the physical production workforce in the industry is above its retirement age and they still have to struggle due tounavailability of effective and lifelong social security systems(VVijewickreme and Ekanayake, 2010). For the same reason,the industry finds it difficult to attract youth and retain experienced people within the construction industry. Inability of the construction industry to retain its experienced workforce is one of the main barriers to effective technology transfer (VVeerasinghe and Ekanayake, 2011). Hence, the requirement of good human resource management practices in making the existing employees more productive and retaining them has become important. It is found that satisfied employees are those who enjoy coining to work with an attitude to excel and exhibit a sense of pride and ownership in their work (Healthcare Registration, 2007). The key issue in the formation of this employee-employer relationship is the emergence of psychological contract (Barnard, 1973). Psychological contract emerges when an individual believes that he/she owes the employer certain contributions as hard work and loyalty, in return for certain inducements as high pay, job security etc. (Rousseau, 1990).This paper discusses the theoretical background and two models of psychological contract which can be related to the physical production workers of the construction industry. This paper is prepared based on an initial literature survey on an ongoing PhD-research work in the department of Civil Engineering. en_US
dc.language.iso en en_US
dc.publisher Department of Civil Engineering, University of Moratuwa en_US
dc.subject Construction labour en_US
dc.subject Labour turnover en_US
dc.subject Psychological contract en_US
dc.subject Technology transfer en_US
dc.title Developing psychological contract to sustain construction industry workforce: a review of literature en_US
dc.type Conference-Full-text en_US
dc.identifier.faculty Engineering
dc.identifier.department Department of Civil Engineering en_US
dc.identifier.year 2011 en_US
dc.identifier.conference Civil Engineering Research for Industry Symposium 2011 en_US
dc.identifier.place Katubedda en_US
dc.identifier.pgnos pp. 113-117 en_US
dc.identifier.proceeding Proceedings of the Symposium on Civil Engineering Research for Industry 2011 en_US
dc.identifier.email lesly@uom.lk en_US
dc.identifier.email vindya.nilani@gmail.com en_US


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