Effect of Psychological Contract Fulfillment on Employee Creativity; Testing the Serial Mediation of Thriving at Work and Affective Organizational Commitment

Abstract

This study is aimed to explore the comprehensive model to address the indirect effect of psychological contract fulfillment (PCF) on employee creativity (EC). Study proposed two serial mediators: thriving at work (TW), Affective organizational commitment (AOC) as well as one moderator: autonomy orientation (AO). This study applied Affective Event Theory (AET). A self-administered questionnaire survey was conducted from employees of software houses and privately owned academic sector. Data gathering was done in three-time lags in which there is a pause between first and the next data survey that is 2 weeks in our case. It took 2 months to complete the survey, Smart PLS-SEM 3.2.9 was used to measure the direct and indirect analysis. Findings of this study reveals that there is a positive link between PCF and EC. Moreover, AOC and TW is found to mediate the direct relationship but AO do not have moderating effect between PCF and TW. As results show that EC is promoted through PCF, so findings are valuable for managers to invest in those things which enhance the employee’s PCF and it leads towards increasing AOC and the employees will become more creative at their workplace.