Psychological Contracts in TESCO

This assignment focuses on employee satisfaction within the retail giant TESCO. It delves into the concept of psychological contracts, examining how their fulfillment influences employee commitment. The survey presented contains questions regarding factors like job demands, employer behavior, organizational values, and overall satisfaction. Students are tasked with analyzing these responses to understand the relationship between psychological contract expectations and realities in the Tesco workplace.

TRUST/PSYCHOLOGICAL
CONTRACT

EXECUTIVE SUMMARY
The recent study is carried to ascertain the importance of trust in maintaining the
psychological contracts in UK based organisations. For which, a renowned establishment of UK
named TESCO has hereby taken into consideration to interpret a need base role of trust in
maintaining the psychological contracts at their workplace. It is however with an intact context
of maintaining a trust level to further prolong the existence of psychological contacts in between
them. It is basically known to be an unwritten clause among the employees and employers where
it mainly concerns about the mutual expectations of one another. The first part of this dissertation
has outlined the factual background of the overall study by together defining its configured aims
and objectives that are required to be accomplished within a set time period. Another most
important part of the study is literature review in which the researcher has referred to distinguish
the carried views of different authors.
This part is entirely based upon the defined objectives of the study that has assisted the
researcher in succeeding towards the factual goals of the study. It is then followed by yet
another crucial section of this thesis named as research methodologies. Thus, on referring to the
showcased title of the chapter, it is believed that this part has defined the applied tactics of the
research to investigate the elected subject matter of this study. Another chapter entitled as
research methodologies has interpreted the obtained facts and findings of this research work with
a prime reflection of primary data collection. Wherein, the last unit has summarised the overall
survey with some concluding points to recommend certain viable strategies to TESCO in
accordance to maintain the trust level of their employees. This will in turn help them in a prime
maintenance of their psychological contracts.

TABLE OF CONTENT
EXECUTIVE SUMMARY.............................................................................................................2
CHAPTER 1: INTRODUCTION....................................................................................................5
1.1 Background............................................................................................................................5
1.1.1 Rationale of the study.........................................................................................................6
1.2 Analysis and framework of the study....................................................................................6
1.3 Aim and objectives................................................................................................................7
1.4 Limitation and delimitations of the study..............................................................................7
1.5 Significance of the proposed research study..........................................................................8
1.6 Structure of the dissertation...................................................................................................8
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction..........................................................................................................................11
2.2 Factual concept of psychological contracts in UK based organisations..............................11
2.3 Different type of psychological contracts in the organisations............................................13
2.4 Relationship between trust and psychological contacts at the workplace...........................16
CHAPTER- 3.................................................................................................................................18
RESEARCH METHODOLOGY...................................................................................................18
3.1 Introduction..........................................................................................................................18
3.2 Research philosophy............................................................................................................18
3.3 Research approach...............................................................................................................19
3.4 Research design...................................................................................................................20
3.5 Data collection.....................................................................................................................20
3.6 Sampling technique..............................................................................................................20
3.9 Data Analysis.......................................................................................................................21
3.10 Ethical consideration..........................................................................................................21
3.11 Research limitation............................................................................................................22
CHAPTER- 4.................................................................................................................................23
FINDINGS AND ANALYSIS......................................................................................................23
4.1 Introduction..........................................................................................................................23
4.2 Thematic Analysis...............................................................................................................23

CHAPTER- 5.................................................................................................................................36
CONCLUSION AND RECOMMENDATIONS..........................................................................36
5.1 Introduction..........................................................................................................................36
5.2 Conclusion...........................................................................................................................36
5.3 Recommendations................................................................................................................37
REFERENCES..............................................................................................................................39
APPENDIX....................................................................................................................................43
QUESTIONNAIRE...................................................................................................................44

CHAPTER 1: INTRODUCTION
1.1 Background
Today's modernised prospect of work duly necessitates the organisations to adopt some
prompt and effective measures to accomplish their undertaken goals and objectives within a
scheduled span of time. These projected means are however with reference to handle the
appointed workforce in the enterprise who plays a vital role in carrying out the configured
operations of the business (Bal and et. al., 2013). It is also with reference to work in today's
contemporary set of business in which the establishments reflects to be a collective set of two
leading bodies called the employees and employers. It is hereby important for the entities to
outlook an affirmative relationship among both these bodies with a foremost consideration of the
employers to aptly treat their employees. It is basically to create a vital sense of collaboration in
them to work with a prime consideration of attaining the organisational goals and objectives.
This is also in context to operate with a relative sense of incorporating one other to carry
out a stipulated work related agenda. A principle sense of coordination to cooperate each other is
usually done with a prime concern of working in teams where a group work is evident to bring
some considerable outcomes for the entire organisation at the end (SageDane, 2010). It has
hereby created a vital term of psychological contracts among the employees and employers in an
enterprise to detect their carried relationship with one other. It is however with an intact context
of maintaining a trust level to further prolong the existence of psychological contacts in between
them. It is basically known to be an unwritten clause among the employees and employers where
it mainly concerns about the mutual expectations of one another.
Company overview
The recent study is carried to ascertain the importance of trust in maintaining the
psychological contracts in UK based organisations. For which, a renowned establishment of UK
named TESCO has hereby taken into consideration to interpret a need base role of trust in
maintaining the psychological contracts at their workplace. TESCO is an illustrious retail sector
organisation in UK where they are working with a foundation year of near about 98 years (). It is
a public limited venture headquartered in the Welwyn Garden City Hertfordshire area of
England. On measuring its yearly profits, it is rated to be at 3rd largest position in the globe where
in accordance to its revenue, it is referred to be the 5th largest retail organisation in the world. It is

presently operating with around 476, 000 number of employees and approximately 6, 902
number of stores at a worldwide level.
1.1.1 Rationale of the study
It is the most significant part of the study that will hereby refer to discuss upon the
importance of the elected subject matter of this survey. With reference to which, it is hereby
carried to determine a substantial role of trust in maintaining the psychological contracts at the
workplace of UK based organisation. Wherein, such contracts are referred to intend the
unwritten set of clauses among the employees and their employers. With reference to which, the
mutual expectations among the workers is being specified over here where each of the parties
tend to set a vital expectation of work (MacKenzie, 2016). In simple terms, a psychological
contract is evident to depict the carried relationship among the employees and their employers
with a specific concern of defining their mutual anticipations of input and outputs. It thereby
tends to measure the pertinent feelings of the employees by together representing their varied
viewpoints. It often depicts to be an advantageous tool for the employees with a reliable sense of
their employers to treat them in an appropriate manner.
However, its feasible understanding is a principle requisition for both the organisational
bodies where the employees are together required to work as per the standardised criterion of
work with a due pursuit of their operational norms. Herein, it has reflected a prime role of the
appointed leaders and managers of TESCO to work with a united sense of achievement with
their subordinates (McDermott, and et. al., 2013). A trustworthy factor is hereby referred to be a
significant matter of concern for the organisations working in today's competitive edge of
market. This has postulated to be a chief cause behind selecting this particular topic of research
that will largely serve the readers to draw some liable conclusions on the basis of its acquired
findings. By which, they can together refer to discover some prompt strategies to maintain a
trustworthy prospect for operating at the workplace that will turn support them in a considerable
maintenance of their psychological contracts as well.
1.2 Analysis and framework of the study
This section has referred to depict an undertaken methodology of research referred by the
investigator to conduct a directional set of survey. It has hereby inferred the adopted tools and
techniques of study that has been undertaken by the surveyor over here in context to discuss
upon the design of the study. Wherein, the researcher has hereby referred to conduct an

exploratory study to examine the newer conceptions of this investigation topic (Cooper and et.
al., 2006). In relation to which, this unit has together presented some other configured measures
to conduct the study by referring to both primary and secondary collection of data. It is where the
primary data has been gathered by conducting some pivotal techniques of group interviews and
other observatory methods. It is with another tactic of secondary data collection that has been
done by referring to some authenticated publications by referring to some genuine set of books,
journals and online articles, etc.
1.3 Aim and objectives
A prior aim of this study is “To determine the significance of trust for maintaining
psychological contracts in modern day workplaces of UK- A study on TESCO”. This is yet
again based upon some vital objectives that are as specified below-
 To explore the factual concept of psychological contacts in UK based organisations.
 To analyse distinct type of psychological contracts in TESCO.
 To discover the relationship between trust and psychological contacts in TESCO. To recommend some prompt strategies to uphold the trust level of employees for a
prime maintenance of psychological contracts in the TESCO.
Research questions
 What is the factual concept of psychological contracts in UK based organisations?
 What are leading types of psychological contracts that are being employed at the
workplace?
 How trust is interrelated with the conception of psychological contracts?
1.4 Limitation and delimitations of the study
It is basically in association to discuss upon such limited prospects of study where the
surveyor is hereby required to deal with various constricting means such as a limited period of
time and a restricted budget to carry out the research work. It is therefore important for them to
carry out a planned study with a pre-scheduled division of tasks that are required to be carried
out to reach the formulated aims and objectives of the investigation (Lapointe, Vandenberghe
and Boudrias, 2013). Gantt chart is hereby referred to be such assistive tool that greatly supports
them in timely achievement of their stipulated goals and targets. Apart from this, a planned
allocation of fiscal resources is yet another prime concern to eliminate the relative consideration
of funds.

1.5 Significance of the proposed research study
This is to discourse upon the perpetual importance of this survey where it has been
carried out to determine the role of trust for a chief maintenance of psychological contracts at the
modernised set of workplace in UK based organisations (Ren and et. al., 2013). For which, the
researcher has hereby referred to conduct an analogous study that is based upon a notable retail
enterprise of UK entitled as TESCO. It is referred to be substantial proposal of the research that
will in turn aid the researcher to acknowledge today's contemporary set of businesses in
association to create a trustworthy environment at the workplace.
1.6 Structure of the dissertation
This particular section has referred to determine the overall structure of the study that has
been carried out the researcher over here. Into which, the surveyor has hereby referred to
discover a prime importance of trust for maintaining a psychological contract with the employees
at the workplace. The entire investigation with reference to which has been carried out in a step
wise format with a primary formulation of varied objectives that are required to reach out its
ultimate goal. In context to which, the investigator has hereby assessed the valuable information
that are necessary for the in regard to acknowledge such influential traits that are will be
accountable to address improved ways for executing the research activities. For which, it is
hereby required to guesswork those areas that are factually liable to impact upon the trust level of
today’s contemporary set of workers. Besides this, this outlined structure is also based upon
accepting and signifying those aspects which are needed to be assessed in a strategic manner.
With respect to which, the below mentioned structure has been pursued and enforced to
accomplish an in-depth evidence to reach out the aimed objectives of the study:
Chapter 1 Introduction: It is the foremost part of the present research work that has provided
concise information regarding the elected subject matter of the study. It has basically defined the
selected topic of the survey by together describing the prime reason behind its selection. Apart
from this, introduction section has together depicted some other vital requisition of the
investigation by outlining its aims and objectives, rationale of the study, significance of the topic,
a brief overview of the study background and its conceptual framework, etc. It is where all these
portions are significantly required for the readers to interpret the factual composition of the
investigation.

Chapter 2 Literature Review: It has depicted to be yet another potent section of this survey in
which, the researcher has hereby referred to critique distinct viewpoints of different authors in
regard to conceptualise its elected subject matter. In context to which, this section has explicated
varied topics that are needed to be evaluated by critically studying and assessing the formulated
aims and objectives of the investigation. It is however done by defining certain themes in
accordance to the aimed objectives of the study. With the help of it, the investigator has critically
reconsidered the information about each relative prospect of the survey in a systematic manner.
Likewise, this practice of discovering the subjects as a mean of generating liable set of
information is highly beneficial to interpret the significance of trust in maintaining the
psychological contracts at a modern workplace.
Chapter 3 Research Methodologies: This unit has defined the adopted methodologies of the
researcher in order to carry out the study in a directional manner. Wherein, the entire data has
together been gathered, evaluated and measured with a convergent courtesy and determination of
the researcher over a definite period of time. For this, several strategic techniques have been
undertaken by the investigator over here with a fundamental concern of accomplishing improved
understanding of research topic. In recent investigation, the prompt tools of data collection that
has been employed by the researcher are primary and secondary measures along with a
qualitative analysis of the acquired findings and an inductive approach of the surveyor.
Chapter 4 Data analysis: Likewise, this chapter has enlightened the acquired facts and findings
of the research work by together depicting the data obtained from distinct resources. Herein, the
investigator has hereby referred to employ both primary and secondary measures of data
collection. It has been done by referring to some genuine set of books, journals and varied
internet articles from several online publications as some secondary measures of data collection.
It is where the primary survey has been done by directly approaching the targeted set of
respondents with a framed set of questionnaire to investigation the formulated queries from
them.
Chapter 5 Conclusion and recommendation: It is the endmost unit of this investigation that has
summarised the overall verdicts in regard to correspond it with its formulated aims and
objectives. It is another most prudent section in this overall research work that has further made
some substantial recommendations in order to propose some more improved ways in which the
trust level of the employees can be maintained in a modern set of workplace. It has hereby

referred some proficient commendations that will in turn assist TESCO to maintain the
undertaken psychological contracts among the workers. This unit is thereby divided into two
vital sections with a foremost part named conclusion to depict the assimilated objectives of the
study. This in turn supports to formulate prompt recommendations by the surveyor based upon
the overall analysis of the research topic.

CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
It is another most important part of the study in which the researcher has referred to
distinguish the carried views of different authors. This part is entirely based upon the defined
objectives of the study that has assisted the researcher in succeeding towards the factual goals of
the study. It also gives a clear understanding of the subject matter by generating better resultants
at the end. Apart from which, it also tends to examine some conceptual areas of the research
topic in order to explore its overall prospects. It is basically a course of studying the stipulated
aims and objectives of the survey that is further based upon some realistic themes that have been
designed with a special consent of reaching towards its leading agenda. This in turn supports the
investigator to carry out the entire research work in a fluent manner where this procedure of
theme development in vital to direct the efforts.
It together guides the surveyor in acquiring a considerable cognition of the subject matter
that ultimately generates some pivotal ideas and materialistic intelligence to address the aims and
objectives of the research. It is therefore in regard to carry out the present research work, where
the investigator has vitally focussed on critiquing the three leading themes of the study. This has
involved a foremost consideration of underlying the core concept of psychological contracts in
UK based organisations with a precise interpretation of its factual orientations at their workplace.
The subsequent topic has referred to underline the yet another interlinked term called social
contracts as a mean of acknowledging its linkage with a maintained psychological contracts in an
organisation. The last subject matter has referred to ascertain the association between the trust
levels of the employees with that to a collaborated psychological contract.
2.2 Factual concept of psychological contracts in UK based organisations
According to the view of Yuan, Zhang and Dai, (2016) physiological contract is an
applicable concept of workplace relationship. It refers to a relationship between an employee and
employer and concern with mutual expectation and input and outcomes. It is a feeling of
employee but full appreciation is needed for understanding it from both the side employee and
employer. The physiological contract should be fairness and balance in term of employment. In
this it includes the way worker are treated by owner and what are the factor which put employees
in a job. As per view of Restubog, Zagenczyk and Chapman, (2015) there exists varied

organisational theories and practices that can be applied in an employment situation to base upon
a maintained relationship between the humans. There are various factors in a physiological
contract that is employee satisfaction, wellbeing and flexibility this all are both causes and
effects. Employee feeling and attitudes of employee are same at the time when expectation is
reward. Further, it can be stated that workforce attitude in the retail based organisations like UK
such as TESCO and feeling act upon two level that is if employee are treated well-mannered at
work it is an aspect of flexibility contract.
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On the other hand, staff feeling can be highly influenced in a way they see themselves
and employer in a relationship and also their behaviour toward the owner (this is also an aspect
of physiological contract). In an organization if employee are treated fairly and focus on making
they feel happy then it is a part of physiological contracts. There are some factors which highly
impact the employee that is inflexible working hour and pressure of works. The relationship of
employee and employer is show in physiological contract. If this contract is breach by an
employer then it can affect the quality of work performed by employees. Festing and Schafer,
(2014) explained that these contract are specified on emotional standpoint of workers. Employee
is very important part of organization. It is necessary for employer to make physiological
contract with them so that objective can be achieved on time. It is an informal arrangement at the
workplace which together involve some mutual set of trust and belief between two parties. This
contract develops between employee and employer with time and mainly based on
communication and promises. This is for instance to specify about a realistic context of
organisations like TESCO, promises such as salary increment, flexible working hour and
incentives which are made by employer to its staff.
Zagenczyk and et.al. (2014) has hereby enlightened yet another relative fact of
Psychological Contracts in the organisations of UK where it is showcasing a rising pace of
evolvement to maintain the workplace relationships. It is basically due to a broader sense of
human behaviour where it is hard for the individuals to correspond with a distinct set of view of
others that do not match with their own (Zagenczyk and et.al., 2014). This concept is thus stated
to be a prime reason behind the emergence of psychological contracts in the early years of
1960’s. Wherein, it was notably implicated in large number of enterprises. It was along with
some leading theorists and researchers who have also participated in conceptualising the factual
trend of such contracts by contributing their coherent ideas. By which, it has been found that a
psychological contract is deeply aligned with varied concepts that resultantly depicts a broader
set of academic versions.
Rayton and Yalabik (2014) have hereby argued upon the primary conception of such
psychological contracts in a workplace that in turn refers to a carried relationship among the
employees and their employers where it is largely concerned about the fulfilment of one other’s
mutual anticipations. However, these expectations tend to differ from one another where the
employees are much considerate about the inputs and the employers are with more concerned
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about the outcomes (Rayton and Yalabik, 2014). These contracts are customarily envisioned
from employee’s viewpoint where it is mostly appreciated when undertaken by both the parties
with an equal sense of fulfilling each other’s perception. Thus, in general terms a psychological
agreement in the context of employment tends to balance out the perceived standpoint of
employees. It is where the employers should know the realistic and effective way for treating
their employees and the employees should in turn know the resources that are required to be put
in their job for fulfilling the organisational goals. It is basically to create a suitable description of
the employees and employers where they together form a pertinent composition of organisations
like TESCO.
2.3 Different type of psychological contracts in the organisations
It is basically on referring to a deeper concept of psychological contracts where it is
getting increasingly complex and noteworthy in the context of work and administration with a
special consent of adapting requisite changes in the larger set of establishments. Epitropaki
(2013) has hereby enlightened another relative aspect of these contractual agreements that can
together be applied beyond the occupational situations of the workplace. It is with a need base
consent of enforcing its wider set of principles in the realistic relationships among the human
beings that shields the widespread society in it (Epitropaki, 2013). It is unlike the conventional
theories of administration and human behaviour where these agreements depict its unsolidified
philosophies that are flexible in nature. It therefore requires a more conceptual framework to
reflect a solidified base of acceptance with fully outlined thoughts that represents a well
interpreted and widely recognised base.
Lioliou, Zimmermann, Willcocks and Gao (2014) has hereby argued upon another
abstractive notion of psychological contracts that are less implicit in nature when applied to a
societal orientation. Into which, the involved set of individuals tends to connect with the entities
with a significant deliberation of using its potential factors. In context to which, a psychological
contract is termed as a philosophy, neither a tool nor any formula that reflects an intense
significance of a dynamic human nature that keeps on changing as per the modifying occurrences
in the world (Lioliou, Zimmermann, Willcocks and Gao, 2014). It is thus the mode in which the
psychological contracts are being handled in organizations like TESCO by implementing its
supporting principles in both inner and outside world that consequently depicts the mortality.
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This involves some major constituents like respect, empathy, justice and impartiality that
establish an enlightened psychological contract among the individuals.
Lam and de Campos (2015) has hereby clarified two deviating contracts of employment
that are transactional contracts and relational contracts among the workers that largely differs
from one other. It is where a transactional agreement depicts the formal relationship among the
employees and their employers where it is duly signed off by both of them. A transactional
agreement is therefore evident to be the occupational contract among the workers that is based
upon an agreed clause of work (Lam and de Campos, 2015). Such transactional contracts are
fundamentally known as standard that basically indicates the written agreements of employment
among the workers. These are generally settled when an individual refers to join a particular
company where they are comprised with specific clauses that represents their official terms and
conditions of work. This together includes the settled remuneration to the workers along with
some other means of incentives in the form of rewarding their apt work performances together
along with some other consent for carrying out a careless job.
Chang, Hsu, Liou and Tsai (2013) have elucidated the realistic concept of transactional
contracts where it is basically referred to be a formal contractual agreement among the workers.
These contacts are official in nature and are generally in written format. As a result to which, it is
entirely conquered by the expected clauses of the employers with a need base consideration of
the employees to fulfil the same (Chang, Hsu, Liou and Tsai, 2013). This particular topic of
occupational contracts thus refers to explicit their existence in the affinity of obligation that is
legally binding in nature. Wherein, such formal agreements are directly allied with a unique set
of individuals by outlining their job description and person specification, etc.
Sonnenberg, van Zijderveld and Brinks (2014) has in turn emphasised upon yet another
existent contracts at the workplace that are basically entitled as relational set of agreements
among the individuals. It is with a prime association of psychological contracts that are relational
in nature. It is where these types of contracts are mostly concerned with the conservation and
eminence of sensitive and social relationships among the workers. This reckons upon three vital
relationships that includes the relationship among the employees and employers and the peers
which means employers and employers and employees and employees (Sonnenberg, van
Zijderveld and Brinks, 2014). It is therefore on aligning these two types of contracts where on
combining the transactional and relational set of agreements, there exist two comprehensive
15

types of interdependent occupation and psychological contracts. These are conventional and
contemporary psychological contracts.
Coleman (2013) with a major stress on the traditional psychological contracts has
depicted it to be less official in nature on relating it to other occupational agreements at the
workplace. It is mainly due to its mere composition of employee expectations in it where they
are supposed to be static in nature. As a result to which, it continue to reflect upon the
supposition of perpetual employment that is evident to give a long-term career to the individuals
within a single industrial sector (Coleman, 2013). It is therefore important for the top managerial
bodies of the enterprises to relatively consider this factor as a mean of satisfying their appointed
workers where they tend to fulfil their liable set of demands. This involves an active system of
rewarding them for carrying out a standardised work that in turn supports in a prime
accomplishment of organisational goals.
Epitropaki (2013) has hereby argued upon yet another pivotal existence of new
psychological contracts that are evident to fulfil the coherent needs of today’s contemporary set
of workers. However, these contracts are more substantial in nature where they are potent to
adapt the newer preferences of individuals. However, they together consist of a temporary nature
of application with more circumstantial approach that in turn undertakes a greater sense of
collaboration among the employees and employers. It is however based upon an unusual notion
of expectation with a non-permanent term of paid occupation (Epitropaki, 2013). It is basically
due to a rising trend of provisional workers in the occupational arrangements that signify more
number of contractual workers. This also includes the portfolio of knowledge workers who are
also known as interim managers. Such people may however operate for a limited period of time
on casual basis by together aligning themselves with the agencies as self-employed individuals.
Wherein, the psychological contracts for the interim set of workers are more complex in nature
where it is deliberately or involuntarily negotiated. It is thereby envisioned as a three-way
negotiation tool that defines the relationship among the temporary set of workers, placement
agencies, and temporary employers.
2.4 Relationship between trust and psychological contacts at the workplace
Psychological contracts are basically unstable in nature as specified by Wellin (2016)
where it tends to connect the individuals at the workplace. Apart from which, their stipulated
clauses hereby tends to change with the changing period of time where it in turn changes the
16

composite format of the teams. This subsequently changes in the likely environment of business
by together changing the formulated changes in the psychological agreements. However, it
resultantly creates a more complex nature of such agreements with a non-consent assumption of
individual’s demeanour (Wellin, 2016). This in tune creates tremendous issues where these types
of contracts works as an intellectual chart that assists in navigating the way individuals concludes
their operational day. It is however important for them to be aware of such actuality of an
intellectual chart where this may unconsciously leads to evade or repel the change that is
necessary to follow.
Eckerd and et. al., (2013) has hereby highlighted a pertinent intercession of trust that
plays a greater role in maintaining such psychological contracts at the workplace. This in turn
strengthens the bond among the employees and employers where a trustworthy association of
work in turn creates a collaborative sense of work in both the sets. It is where the employees are
apparent to expect a justifiable return in the yield of their attempted work in the form of income
with a special consent of acquiring additive earnings from incentives, etc., (Eckerd and et. al.,
2013). It is with a similar consideration of the employers where they are in expectation of
obtaining a standardised work from them that in turn gives liable outputs to the firm. However
there exists a thin line difference among the anticipated prospects of both set of employees and
employers. Wherein, the employees are more concerned about benefiting themselves with an
expected clause of additive benefits that must be greater than their regular wages. This in turn
reflects a prime existence of motivational tools that should be considered by the employers as a
mean of gratifying the encouraging sense of their employees.
Festing and Schäfer (2014) has hereby argued upon the preceding context of motivation
as a mean of satisfying the prevalent needs and demands of the employees where the employers
are together counselled to use its relative number of theories. However, this debate is in regard to
fulfil the liable demands of the employers at a considerable cost where they are hereby proposed
to opt for the intrinsic means of rewards (Festing and Schäfer, 2014). This means that the
employers can tend to offer promotion to the deserving employees to handle higher set of
responsibilities at work that will in turn provide them recognition at the workplace. This is
proven to be an affordable mean of gratification for the employers as compared to the extrinsic
means of reward that mostly include a higher pay benefit along with bonus and other monetary
incentives that is often more costly for the firms like TESCO.
17

Erkutlu and Chafra (2013) have hereby demonstrated a prudent role of human resource
personnel’s in an organisation to detect the psychological state of their employees. It is with a
prime association of trust among the deputed set of employees and employers that in turn plays a
greater role in the maintenance of their respective occupational contracts. It is where the factor of
trust is in between the two leading prospects of organisational causes and consequences (Erkutlu
and Chafra, 2013). Into which, the trust acts to be an intermediate concept along with two other
leading perceptions of fairness and distribution of a committed transaction. All these elements
with a greater existence of trust are evident to influence the contractual agreements among the
workers that involve almost all type of contracts in the entities like TESCO.
A. Agarwal (2014) has stated that the causative elements involve the culture of the
enterprise along with the adopted policies and practices of the human resource management
department, experiences, alternatives and expectations of both employees and employers. This is
turn with an active existence of trust, fairness and dispersal of the committed transactions being
the contented means in turn results in some affirmative consequences that involve organisational
right of abode (A. Agarwal, 2014). It is along with some other resultant constituents of
commitment by the employees for a timely accomplishment of organisational goals and
objectives with an enhanced state of motivation in them. It is basically with an improved level of
fulfilment and welfare of the employees that in turn results in a productive performance of work
by them as a mean of benefiting the entire organisation in a profitable manner. It thus apparent a
direct relationship among the trust level of the workers with that to the psychological contracts
where a higher level of trust will in turn assist in a higher maintenance of such agreements.
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CHAPTER- 3
RESEARCH METHODOLOGY
3.1 Introduction
It is on investigating the acute opinions of different authors in the previous unit of
literature review that is then followed by yet another crucial section of this thesis named as
research methodologies. Thus, on referring to the showcased title of the chapter, it is believed
that this part has defined the applied tactics of the research to investigate the elected subject
matter of this study (Coleman, 2013). This is not only evident to guide the investigator in
carrying out a systematic study but is together proven to assist the readers in conceptualising the
obtained facts and findings of the survey. Wherein, they can clearly interpret the tactful method
that has been undertaken by the surveyor to succeed towards the stipulated aims and objectives
of the research.
It will also help in examining distinct propositions that are available in order to choose
from a single measure that will ultimately succour the investigator to reach out the undertaken
goals of the study. This particular chapter entitled as research methodology have therefore
elucidated varied practices that can be undertaken by the surveyor as a way of assistance to
conduct a smooth flow of study (Saldanha and O'Brien, 2014). It is also proven to give apparent
outcomes to investigate the gathered set of responses from the responders by finding out a
correspondent approach to analyse the same. The current thesis is basically to discover a factual
affiliation among the trust levels of the employees in a UK based organisation named TESCO
and their maintained psychological contracts with them.
3.2 Research philosophy
Research philosophy plays an immense role in carrying out a directional investigation
that in turn develops a prime understanding of researcher’s undertaken attitude. It thereby defines
about the opted way of investigating into the subject matter with a stipulated outlook towards the
same. It is therefore referred to be a substantial part in this section that clearly interprets the
factual standpoint of the researcher. Along with which, it also tends to support in selecting some
other means as well where there exists total two research philosophies that are interpretivism and
positivism (Meyers and van Woerkom, 2014). It is therefore assistive in succeeding towards the
factual goals and objectives of the research work without deviating from the elected theme of the
19

investigation. A philosophical approach is also evident to showcase a moralised sense of the
surveyor by choosing from either of the measures. It is where the positivism philosophy of the
research is evident to enlighten the objective nature of the subject matter where interpretivism is
with a contrary outlook and is apparent to emphasise upon the subjective nature of the research
topic.
It is however a sole consideration of the investigator to opt from the most suitable method
of survey by referring to the elected theme of the study. It is mainly due to some other
assistances of this method where it is further proven to support in making a prime selection of
the data analysis technique. It is therefore in context to the present conducted survey that is
arranged to determine the substantial existence of trust at the workplace as a way of maintaining
their psychological contracts (Aitken and Valentine, 2014). It is hereby based upon a selected
retail enterprise of UK named TESCO where the surveyor has chosen the interpretivism
philosophy of research. This will in turn assist the researcher to study the subjective nature of the
research topic in support to its nature. A principle reason behind not selecting the tact of
positivism is its statistical nature that does not corresponds with the designated theme of the
recent survey.
3.3 Research approach
It is with respect to choose a definite way of study by selecting a prompt approach to
assist the readers in grasping a considerable knowledge about the reflected ideas of the
investigation in relevance to a chosen research topic. An effective approach to carry out the
survey plays a leading role in elimination any latent chances of omissions in the obtained
resultants. There exists two common approaches that are usably elected by the researchers that
are entitled as inductive and deductive (Deductive Reasoning Versus Inductive Reasoning, 2014).
An inductive approach is proven to enlarge the overall scope of the research with a distinct
concept of deductive approach that possibly reduces the range. It however depends upon the
designated subject matter of the study where in accordance to the current survey, the investigator
has hereby referred to choose an inductive approach as a mean of identifying the significance of
trust in the maintenance of psychological contracts. It is with a prime intent of carrying this
particular research work on an elected organisation named TESCO where the gathered facts and
findings can be later applied in analogous firms as well.
20

3.4 Research design
It is yet another most important agenda of a researcher while referring to conduct a study
by selecting an impelling design for it. A design plays the role of blueprint where it demonstrates
the factual nature of the survey. There exists three distinct type of designs to conduct a research
that together represents their different kind of nature and are known as descriptive, exploratory
and explanatory designs (Research design, 2009). Wherein, a descriptive study provides a
significant chance of carrying out an in depth study with yet another substantial design called
exploratory that is usually chosen to refer any unique subject matter. However, an explanatory
study also tends to correspond with the descriptive nature of study with mere explanation of the
research topic. The surveyor in the present investigation has opted to carry out an exploratory
study with more emphasis upon exploring the selected agenda of psychological contracts.
3.5 Data collection
This section is referred to be a key support for the investigator to generate liable set of
information by referring to varied sources of data collection. It is usually done by referring to the
two leading sources called primary and secondary sources of data collection in which the
primary sources postulates the researcher to directly interrogate the respondents of the study.
This involves various methods such as configuring focus group interviews with the help of
questionnaire to investigate the responders of the survey (Research Instruments for Data
Collection, 2014). Whereas, another tool of data collection via secondary sources necessitates to
refer the pre-established information from authentic set of books, journals, magazines and
governmental records, etc. The investigator may also refer to gather apt statistics from verified
online publications where they must represent a genuine nature of existence. The surveyor in the
present investigation has referred to collect data from both primary and secondary sources as a
way of supporting the study from vast sources of data.
3.6 Sampling technique
It is a principle support tool for assisting the investigator to generate liable set of
information from the primary sources of data collection. It is basically to make a logical
distribution of the participated audiences of the research by choosing wither of the two methods
of sampling known as random and purposive sampling measures. A random sampling is evident
to make a non probable distribution of respondents that gives an equal chance to all interested
bodies (Gast and Ledford, 2014). Whereas, a purposive method is usually known as probability
21

method of sampling in which the responders are distributed in a measurable context. Thus, in the
present investigation, the researcher has referred to opt for a purposive tact of sampling where a
measurable number of respondents have been chosen from the elected organisation TESCO.
With reference to which, 100 employees of TESCO have been chosen over here as a way of
interrogating their maintained psychological contracts at the workplace.
3.9 Data Analysis
It is basically in context to assess the gathered set of data as a way of accomplishing the
undertaken aims and objectives of the research work. It is also reflected to be a principle
requirement in this overall investigation that will duly support the surveyor to evaluate the
acquired facts and findings in relation to determine the realistic concept of the subject matter. It
together provides a significant scope of improvement in case there existed any omitted clause
(Silverman, 2016). In context to which, qualitative and quantitative analysis of data are the two
leading measures that are usually undertaken by the investigators at the time of referring to
analyse the gathered set of data. A quantitative data analysis exists with a more emphasis on
certain numerical terms with similar objective tools to be applied in the obtained outcomes.
Whereas, a qualitative analysis of data is carried with more stress upon analysing the subjective
nature of the research topic. Therefore, in the present study, the surveyor has opted to implicate
the measure of qualitative analysis to measure the discovered resultants in the maintenance of
psychological contracts.
3.10 Ethical consideration
There exists varied considerations of the researcher while carrying out a study with a
principle concern of referring to a moralised sense of investigation. For which, there exists
several practices that are required to be abided by the surveyor in order to accomplish the
stipulated goals of the study. A foremost ethical concern is to take a prior approval of the
respondents to willingly participate into the research work with no forceful pressure on them
(Cammarota and Fine, 2010). Another ethical consideration is in regard to defend the acquired
responses where the obtained answers should not be used in an erroneous manner with a special
consent of revealing them for any personal benefits. Apart from this, the work should hereby
represent attested citations with no ergodic references to quote the remarked statement.
22

3.11 Research limitation
There exists varied limited factors that constantly hinders the entire study and thus
necessitates the surveyor to operate in a planned direction. Such impeding elements are mostly
with reference to a limited period of time along with a confined budget to carry out the research
and attain its stipulated aims and objectives (Bauer, 2014). It is therefore important for the
investigator to undertake a projected approach to succeed towards its goals and achieve them
within a set time period. An active tool of Gantt Chart to manage the time along with an activity
based costing method to set the budget are the two assistive means for the same.
23

CHAPTER- 4
FINDINGS AND ANALYSIS
4.1 Introduction
This unit has interpreted the obtained facts and findings of this research work with a
prime reflection of primary data collection. For which, the surveyor has hereby referred to opt
for a questionnaire method to directly interrogate the targeted set of respondents. This has
showcased a willing participation of 100 deputed employees in TESCO as a mean of
acknowledging the importance of trust in a prime maintenance of psychological contracts. It in
turn has supported the researcher to investigate into a directional manner for a timely
accomplishment of its configured aims and objectives. This section has however presented the
conferred answers of the respondents that will subsequently aid the investigator to interpret the
achievement of the research goals.
4.2 Thematic Analysis
Theme 1- A large number of respondents lies under the age range of 21-25 years.
Age- Frequency
18 to 20 years 15
21 to 25 years 35
26 to 30 years 20
Above 30 years 30
24

Interpretation- This is basically on interpreting the above acquired data in which the respondents
were hereby interrogated about their age range. In context to which, it has been found that most
of the responders lies under the age range of above 21 to 25 years where it has depicted their vast
experience as well with 35 such respondents. Wherein, there together existed yet another set of
20 such respondents who are at a middle age range of 26 to 30 years and 15 in the youngest age
range of 18 to 20 years with a last set of 30 such responders who are in the age range of above 30
years. This statistics has in turn represented that TESCO consists of different set of workers that
involves younger age to old age people. With reference to which, the concerned officials of
TESCO are hereby required to refer distinct consideration of both these sets as a way of fulfilling
them in a pertinent manner.
Theme 2- Most of the employees in TESCO are depicted to be diploma or degree holders.
What is your educational qualification? Frequency
Diploma/ Degree holder 50
Post graduate 40
25
18 to 20 years 21 to 25 years 26 to 30 years Above 30 years
0
5
10
15
20
25
30
35
Age-
Frequency

Masters or Doctorate 10
26
Diploma/ Degree holder Post graduate Masters or Doctorate
0
5
10
15
20
25
30
35
40
45
50
What is your highest education level?
Frequency

Interpretation- This is on interpreting the above obtained data that has depicted the education
level of the respondents employed in TESCO. In context to which, it has been found that 40 out
of 100 responders possess a post graduate degree with 50 such respondents who are diploma and
degree holder. It is with yet another set of 10 such workers deputed in TESCO who have pursued
masters and doctorate degree. This interrogation has together depicted a vast educational context
of the appointed employees in TESCO where they have considerable educational background
with the help of which, they can efficiently serve the entire organisation.
Theme 3- A large set of respondents are working from a longer time period in TESCO with a
minimal period of a year.
Since when you are working with TESCO PLC? Frequency
3- 6 months 20
1 year 40
3 years 15
More than 3 years 25
27

28
3- 6 months 1 year 3 years More than 3 years
0
5
10
15
20
25
30
35
40
From how long you are employed with TESCO PLC?
Frequency

Interpretation- This is on interpreting the above acquired resultant where the respondents were
hereby asked about their total work experience in TESCO till date. In context to which, it has
been found that most of the employees are working in TESCO from last 1 year. It is however
with an enumerated ratio of 40 such respondents who are working here from last 1 year with 25
more who are employed with TESCO from more than 3 years. Whereas, there together exists yet
another set of 15 such workers who are occupied with TESCO from last 3 years along with 20
more responders who are working since 3-6 months.
Theme 4- Temporary set of workers are more in TESCO.
Which is the most appropriate category that best describes your
employability status? Frequency
Temporary worker 50
Fixed term contract of less than a year 25
Fixed term contract of more than a year 25
29
Temporary worker
Fixed term contract of less than a year
Fixed term contract of more than a year
0 5 10 15 20 25 30 35 40 45 50
Choose from the most appropriate category that
best describes your employability status?
Frequency

Interpretation- This is on interpreting the above acquired data in which, a large set of workers
employed in TESCO are referred to work under the status of temporary workers. It is with an
enumerated ratio of 50 such respondents in support of it with yet another set of 25 such workers
who have approved to operate under a fixed contractual term of more than a year. Wherein, there
together exists yet another set of 25 such workers who are contracted under a fixed term
agreement of less than a year.
Theme 5- Upper level skilled workers are relatively more as compared to other set of workers.
What is the best description of your current occupation? Frequency
An unskilled labour (In the classification of stores-person,
etc.) 10
Lower level skilled worker (In the classification of computer
operator or assistant, etc.) 20
An intermediate skilled worker (In the classification of trainer
or customer service representative, etc.) 30
Upper level skilled worker (In the classification of consultant,
customer service manager or advisor, etc.) 40
30

Interpretation- This is on referring to the above acquired data that has referred to acknowledge
the nature of occupation of the respondents working in TESCO. In context to which, it has been
found that a large number of workers exists in the section of upper level skilled workers that
involves several categories of consultants and customer service managers, etc. It is with a
configured ratio of 40 such responders with yet another set of 30 intermediate level skilled
workers that includes trainers and customer service representatives, etc. Wherein, there together
exists 20 such responders who are positioned as lower level skilled workers where it includes the
post of computer operators and assistant. However, there together exists 10 unskilled workers
who are classified as the storekeeper of TESCO. This has clearly depicted more number of
intermediators where the employees are generally categorised in the position of trainers and
customer service representatives.
Theme 6- A majority of respondents are strongly agreed by the clause where trust is evident to
play a greater role in maintaining the relationship among the employees and employers.
Trust plays a greater role in maintaining the employee- Frequency
31
What is the best description of your current occupation?
An unskilled labour (In the classification
of stores-person, etc.)
Lower level skilled worker (In the
classification of computer operator or
assistant, etc.)
An intermediate skilled worker (In the
classification of trainer or customer
service representative, etc.)
Upper level skilled worker (In the
classification of consultant, customer
service manager or advisor, etc.)

employer relationship at the workplace.
Strongly agreed 75
Agreed 20
Neutral 5
Disagreed 0
Strongly disagreed 0
Interpretation- It is basically on interpreting the above obtained data in which the researcher has
hereby referred to interrogate the significance of a trustworthy relationship from the respondents
by bestowing an analogous statement to acknowledge their agreement towards it. With reference
to which, it has been found that 75 out of 100 responders are strongly agreed to this statement
where trust is evident to make a greater contribution in preserving the relationship among the
employees and employers at the workplace. It is yet with another vital set of 20 such respondents
who have presented a mere agreement towards it with 5 respondents who have showcased a
neutral outlook towards the same. However, none of the respondents have showcased a
dissatisfied consent towards it.
32
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
0
10
20
30
40
50
60
70
80
Trust plays a greater role in maintaining the
employee- employer relationship at the workplace?
Frequency

Theme 7- Health care benefits have depicted to be the mostly done commitments by their
responsible employers as stated by more number of respondents.
What are the major responsibilities of your employers that
represents their undertaken commitment's towards you? Frequency
Concerned for your personal welfare 10
Prompt opportunities for career development 12
Heath care benefits 20
A contending remuneration 13
Enables you to adapt newer set of challenges 17
Less involvement in the organisation 10
Responsive towards your personnel concerns and well being 14
No commitments to retain you 4
33
What are the major obligation of your employers that depicts
their undertaken commitments towards you?
Concerned for your personal
welfare
Prompt opportunities for career
development
Heath care benefits A contending remuneration
Enables you to adapt newer
set of challenges
Less involvement in the
organisation
Responsive towards your
personnel concerns and well
being
No commitments to retain you

34

Interpretation- This is on interpreting the above acquired data in correspondence to
acknowledge the foremost obligations of the employers that are being committed to the
employees. In context to which, it has been found that a large number of employees are
committed by their employers to get health benefits with support of 20 such respondents. Along
with which, there together exists another set of 10 such responders who have responsive
superiors who are concerned about their personal well being. Wherein, 12 out of 100 are under
such supervisors who offer prompt opportunities of career development to the employees along
with 13 such employees who are apparent to get the commitment of a competent wages by their
employers. Apart from this, there together exists 17 responders whose employers enables them to
undertake newer set of challenges with 14 respondents in approval of getting a prompt concern
of employer for personal well-being. However, 10 responders are facing less intervention of the
employer in the organisation with 4 more employees whose employers have made no such
commitments to assist in continuing in the posted designation.
Theme 8- Majority of the employees are apparent to practice several set of obligations towards
their employers with distinct set of commitments.
What is your major responsibility's that depicts your
undertaken commitment's towards your employer's? Frequency
Carrying out a limited number of responsibilities 10
Accepting new and distinct demands of performance 12
Building skills to raise future possibilities of occupation 12
Building skills to attain a valuable position in the organisation 12
Accepting the rising challenges to meet performance standards 10
Augmenting the sense of perceptibility 12
Exceeding the requirements of formal performances 10
Taking the organisation's concerns personally 12
Actively seeking the internal work opportunities 10
35

Interpretation- This is on interpreting the above acquired data in which, the researcher has
hereby referred to interrogate those commitments that are being undertaken by the employees
towards their respective set of employers. In context to which, it has been found that a large
number of workers are in concord to accept new and distinct demands for carrying out their
performance. It is with another set of 12 such responders who are in agreement of building newer
set of skills raise the future employment opportunities and 12 in favour of developing their skills
for achieving a valuable position in their existent organisation.
Whereas, 10 of them all are largely in favour of accepting the intensifying challenges
towards work as a way of meeting the standardised set of performances. Along with which, 10
more are in support of exceeding the requisition of their formal performances and 10 in favour of
seeking intrinsic work opportunities. This has depicted that most of the alternatives have
acquired an equivalent consent of the participant responders where 10 out of 100 are in support
of carrying out limited responsibilities with no additive scope of work and 12 in increasing the
sense of visibility. Apart from which, 12 out of all are largely in favour of concerning about the
organisational issues as their personal problems that are quickly needed to be resolved.
36
What is your major obligation that depicts your
undertaken commitment towards your employer?
Carrying out a limited number
of responsibilities
Accepting new and distinct
demands of performance
Building skills to raise future
possibilities of occupation
Building skills to attain a
valuable position in the
organisation
Accepting the rising challenges
to meet performance standards
Augmenting the sense of
perceptibility
Exceeding the requirements of
formal performances
Taking the organisation's
concerns personally
Actively seeking the internal
work opportunities

Theme 9- Demanding more with no competent returns have been characterized the employee-
employer relationship by most of the respondents.
What best describes your work relationship with your
employers? Frequency
Withholds data from me 19
Demanding more from me with less return 30
Introduces change in procedures without my participation in it 14
Stagnant salary from a longer time period 12
An uncertain relationship with no trust upon one other 15
Interpretation- This is on interpreting the above acquired data that has intended to depict the
carried relationship among the employees and employers in TESCO by interrogating the
participated respondents of the study. In context to which, it has been found that most of the
responders have reported that their respective set of employers are demanding more from them in
less returns. It is with an enumerated ratio of 30 such respondents out of 100 with yet another set
37
What best describes your work relationship with your employers?
Withholds data from me
Demanding more from me with less return
Introduces change in procedures without
my participation in it
Stagnant salary from a longer time period
An uncertain relationship with no trust
upon one other

of 15 such employees who are apparent to have an unreliable relationship with their employers
with no trust upon one another. Whereas, 14 out of 100 whose employers are evident to implicate
an autocratic style of management by taking new work related decisions without their
involvement and 12 are depicted to receive a stagnant salary from a longer time period. Herein,
there together exists 19 such responders whose employers are evident to withhold information
from them. However, an doubtful relationship has been defined to be the most impeding mean
that largely impacts upon the mental state of both the parties by atrociously impacting upon their
implicated psychological contracts.
Theme 10- Majority of the respondents are motivated from their implicated system of rewards.
Are you motivated from the implicated system of rewarding at your workplace? Frequency
Yes 75
No 25
38
Yes No
0
10
20
30
40
50
60
70
80
Are you motivated from the implicated system of rewarding at
your workplace?
Frequency

Interpretation- It is on depicting the above acquired data from the respondents where 75 out of
100 are in agreement of being motivated from the present context of reward management at their
workplace. However, the rest 25 responders are duly not agreed by it and thence accepting more
from the present implicated system of rewarding.
Theme 11- Most of the respondents are satisfied from the carried employee- employer
relationship with few at a neutral consent.
Are you satisfied from the relationship that is currently being
maintained between you and your employers? Frequency
Highly satisfied 45
Satisfied 15
Neutral 30
Dissatisfied 10
Highly dissatisfied 0
39
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
0 5 10 15 20 25 30 35 40 45
Are you satisfied from the relationship maintained
between you and your employers?
Frequency

40

Interpretation- This is on interpreting the above acquired data in which the employees of
TESCO were hereby interrogated about their carried relationship with their employers by
acknowledging their satisfaction level. In context to which, it has been found that a large number
of responders have showcased a satisfied consent with few possessing a neutral consent over it. It
is with an enumerated ratio of 15 such responders who have represented a mere satisfaction from
their employee-employer relationship with other 30 at a neutral consent. Additionally, there
together existed 45 such respondents who are highly satisfied from it with 10 who are
dissatisfied. However, none of the employees have disclosed to have an extremely dissatisfied
consent from it.
Theme 12- A large number of respondents are strongly agreed to put in a great deal of efforts
that is beyond expectations to support the organisation in being successful.
I am willing to put in a great deal of effort beyond that normally expected
in order to help this organization be successful. Frequency
Strongly agreed 44
Agreed 25
Neutral 30
Disagreed 1
Strongly disagreed 0
41

Interpretation- It is in accordance to the above obtained obtained data from the primary set of
respondents where most of them have accepted to perform in a succeeding manner as a result to
benefit their organisation in reaching to a prosperous level of success. It is with a strong
agreement of 44 such responders with 25 who are with a mere consent of agreement and 30 at a
neutral consent. However, 1 of them have together showcased a dissatisfied consent with no such
approach to perform in an exceptional manner.
Theme 13- Most of the respondents are strongly agreed to this fact where there own
undertaken values duly corresponds with their organisational values as well.
I find that my values and the organization's values are very similar. Frequency
Strongly agreed 55
Agreed 25
Neutral 17
Disagreed 2
Strongly disagreed 1
42
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
0 5 10 15 20 25 30 35 40 45
I am willing to put in a great deal of effort beyond that normally
expected in order to help this organization be successful.
Frequency

Interpretation- It is mainly on the basis of above interpreted data where 55 out of 100 are agreed
by this fact where there own undertaken values tends to match with the undertaken values of
their organisation. However, 25 have a mere sense of agreement towards it with 17 with a neutral
consent. It is along with 2 such respondents who are disagreed to this fact with 1 who is strongly
disagreed and their undertaken values not at all match up with the organisational values.
Theme 14- Almost half of the respondents carries a strong agreement towards this fact where
it is difficult for them to agreed with the stipulated policies of the organisation.
Often, I find it difficult to agree with this organization's policies on
important matters relating to its employees. Frequency
Strongly agreed 50
Agreed 25
Neutral 10
Disagreed 5
43
I find that my values and the organization's values are very
similar.
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

Strongly disagreed 10
Interpretation- It is despite of the above acknowledged fact where most of the respondents were
agreed by the fact where there carried perception does corresponded to the undertaken values of
their organisation. However, this query has enlightened yet another fact where 50 out of 100 are
not completely agreed by the undertaken policies of their organisation and it doesn't correspond
to their own set of views. Wherein, 25 are here with a mere sense of agreement towards it with
10 at a neutral position. Although, there together exists 5 such respondents who are with a
disagreed sense and 10 with a strongly disagreed sense.
Theme 15- Almost all the responders have supported the fact where a prime fulfilment of
psychological contracts does tends to enhance their commitment level.
Does fulfilment of the terms in psychological contracts tends to enhance
your commitment level? Frequency
Yes 95
44
Strongly agreed Agreed Neutral Disagreed Strongly disagreed
0
5
10
15
20
25
30
35
40
45
50
Often, I find it difficult to agree with this organization's
policies on important matters relating to its employees.
Frequency

No 5
Interpretation- The above interpreted data have specified that 95 out of 100 people are duly
affected from the fulfilment of their respective psychological contracts. This in turn impact upon
their carried performances as well with an improved sense of commitment. However, there
together exists 5 such respondents who are not affected whether the terms of their psychological
contracts are fulfilled or not.
Theme 16- More than half of the respondents are strongly agreed by this fact where the
permanent workers are more benefited in comparison to the temporary set of workers.
Permanent workers are more benefited in comparison to the temporary
set of employees in context to psychological contract's at the workplace. Frequency
Strongly agreed 75
Agreed 10
Neutral 13
45
Yes
No
0 10 20 30 40 50 60 70 80 90 100
Does fulfilment of the terms in psychological contracts
tends to enhance your commitment level?
Frequency

Disagreed 1
Strongly disagreed 1
Interpretation- It is with an enumerated ratio of 75 such workers who are strongly agreed by this
fact where the permanent workers are often more benefited in comparison to temporary workers.
However, 10 of them are with a mere sense of agreement to it with 13 at a neutral consent. Apart
from which, 1 of them is disagreed to it with another 1 with a completely disagreed respond
towards it.
Theme 17- Most of the respondents are highly satisfied form the overall prospect of their
workplace.
On considering the overall prospect of your work in TESCO, how would
you rate your current satisfaction level? Frequency
Highly satisfied 35
Satisfied 30
46
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
0 10 20 30 40 50 60 70 80
Permanent workers are more benefited in comparison to the
temporary set of
employees in context to psychological contract's at the
workplace.
Frequency

Neutral 18
Dissatisfied 10
Highly dissatisfied 7
Interpretation- It is on depicting the above agreed fact in accordance to which, 35 out of 100
respondents are highly satisfied from the overall prospective of work in TESCO with 30 with a
mere level of satisfaction. However, 18 out of them all possess a neutral consent with 10 who
have referred to be dissatisfied along with 7 who are highly dissatisfied.
Theme 18- Most of the respondents possess a mere sense of agreement.
My loyalty to my administration is outlined by my conditions of service. Frequency
Strongly agreed 22
Agreed 42
Neutral 15
Disagreed 12
Strongly disagreed 9
47
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
0 5 10 15 20 25 30 35
On considering the overall prospect of your work in TESCO,
how would you rate your current satisfaction level?
Frequency

Interpretation- It is on referring to the above obtained data where the respondents were
interrogated about their loyalty towards the organisation and whether it is a dependant factor that
relies upon the conditioned services. In context to which, it has been found that 42 out of 100 are
strongly agreed with this tact where their loyalty is definitely based upon the conditioned
services to them. It is along with yet another set of 22 such responders who carries a mere sense
of agreement towards it and 15 with a neutral consent over it. However, 12 have referred to be
disagreed of it and 9 with a strongly disagreed consent.
48
My loyalty to my administration is outlined by my conditions of
service.
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed

CHAPTER- 5
CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
In the last chapter of this dissertation the findings will be highlighted after the research is
carried out effectively. Moreover, taking the conclusion as the base, recommendations are
provided to the company on which the whole research is prepared. This chapter throws light on
the results of the research. It depicts that trust for maintaining psychological contracts is effective
or not for the company. Further, the outcomes are founded on the basis of primary and secondary
research which has proved beneficiary for the whole research. Along with this, recommendations
are given for continuing the trust level of employees for a prime maintenance of psychological
contracts in the TESCO.
5.2 Conclusion
With the information which has been collected it has been discovered that the objective
of the study are accomplished in an effective manner and it is beneficial for the employees of
Tesco. Moreover, it has aided in polishing the reputation and goodwill of the company. Further,
to conduct research several objectives have been made which are being fulfilled in an efficient
manner. The first objective of the study is to explore the factual concept of psychological
contacts in UK based organisations. This objective has been achieved in an effective and
efficient manner. The psychological contracts are detailed and varied concept which is an
unscripted set of expectations in employment relations which is different from formal and
written employment contract. The second objective was to analyse distinct type of psychological
contracts in TESCO which was accomplished effectively. The distinct type of psychological
contracts are transactional contracts which is there when employment is for a short time period.
This is majorly focused towards exchange of work in lieu of salaries in a particular and defined
discussion of roles and responsibilities with less involvement in the firm. The other kind of
contracts are relational contracts which are a product of long term employment relationships
which are formed on the basis of mutual trust and loyalty. The contract is created from long term
employment arrangements and engagement in the company. With this type of contract
trustworthy and loyal staff manages activities and tasks of almost top positions in the firm.
49

The third objective was also fulfilled in an effective way which was to discover the
relationship between trust and psychological contacts in TESCO. A high level of trust is an
effective method to inspire commitment of employees and assure high standards of performance
in the workplace. For the purpose of making such level of trust, there need to be balanced
psychological contract between employees and employers. Trust has been viewed as linked with
transactional contracts in the form of cognitive trust. When seen from the view of relational
contracts they are in the form of affective trust. Cognitive trusts ion concerned with monetary
exchanges which are the foundation of transactional contract. They create a chance for emotional
trust for developing and later resulting in relational contract.
The last objective was to recommend some efficient strategies to maintain the trust level of
employees for a prime maintenance of psychological contracts in the TESCO. One of the
strategy can be that a personal connection should be developed and specially in the case of
managers. This can include interacting about the home-town of employees or interest in similar
sports team. This will develop trust and sense of belongingness in the employees which will
support in maintaining the psychological contracts in the enterprise. One more strategy is to be
transparent and truthful. The firm should share about the present conditions and the future
objectives of the organisation. When the organisation shares financial results, perform metrics
with its employees it depicts that it has great trusts ion its employees.
5.3 Recommendations
Taking the conclusion as the base, there are several recommendation which are
recommended to Tesco so that it can develop trust and loyalty in the in the employees which will
maintain the psychological contracts. Here are the recommendation suggested to the company:
 The firm should develop such a culture that it fosters encouragement instead of
commanding. The employees are aware with the distinction between giving order and
offering encouragement. The firm cannot achieve success if it tells employees what they
have to do. They should be motivated to do their tasks and activities. When employees
have feelings of empowerment and a belief that their personal goals are aligned with the
organisational goals, they work more hard and in smart way.
 Another recommendation is that the firm should blame the employees if they do
mistakes but should also give credit to them when they perform extraordinary. This will
reinforce the feelings that employees are heading towards common goals instead of their
50

superior's personal agenda. Rather than blaming for lay-offs or bad profits, the firm has
to focus on itself and the leadership style which has been followed.
 Along with the above recommendations, one more is that there should not be any type of
favouritism at the workplace. Whenever there is any kind of favouritism, employees
notice it. If the employer gives some information of any employee or assign tasks and
activities first, of if he takes lunch with only few selected people in the organisation,
anything he does to develop trust will be waste.
 Apart from this it has been recommended that if the employee is not good at his own job,
then he should not think that employees will trust him. This means that employers and
managers in Tesco has to upgrade and polish their skills and knowledge. They shouls nto
try to be specialists in all fields, as those employee who identifies that fake knowledge
will expose it. So to build trust the employers and manager first have to be competent
enough so that they can inspire their employees. This will create more trust in the
employees as they can rely on the information and knowledge given by their superiors
are correct and dependable.
 The last recommendation is that the firm should give value and importance to ideas and
opinions of its employees at all levels. When the firm listens with open minded nature, it
will build trusts in the employees and they will work with more focus and dedication in
their jobs.
51

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54

APPENDIX

QUESTIONNAIRE
Name-
Gender-
 Age-
◦ 18 to 20 years
◦ 21 to 25 years
◦ 26 to 30 years
◦ Above 30 years
 What is your educational qualification?
◦ Diploma/ Degree holder
◦ Post graduate
◦ Masters or Doctorate
◦ Please specify, if other_____
 Since when you are working with TESCO PLC?
◦ 3- 6 months
◦ 1 year
◦ 3 years
◦ More than 3 years
 Which is the most appropriate category that best describes your employability status?
◦ Temporary worker
◦ Fixed term contract of less than a year
◦ Fixed term contract of more than a year
◦ Please specify, if other_____
 What is the best description of your current occupation?
◦ An unskilled labour (In the classification of stores-person, etc.)
◦ Lower level skilled worker (In the classification of computer operator or assistant,
etc.)
◦ An intermediate skilled worker (In the classification of trainer or customer service
representative, etc.)
◦ Upper level skilled worker (In the classification of consultant, customer service

manager or advisor, etc.)
 Trust plays a greater role in maintaining the employee- employer relationship at the
workplace.
◦ Strongly agreed
◦ Agreed
◦ Neutral
◦ Disagreed
◦ Strongly disagreed
 What are the major responsibilities of your employers that represents their
undertaken commitment's towards you?
◦ Concerned for your personal welfare
◦ Prompt opportunities for career development
◦ Heath care benefits
◦ A contending remuneration
◦ Enables you to adapt newer set of challenges
◦ Less involvement in the organisation
◦ Responsive towards your personnel concerns and well being
◦ No commitments to retain you
 What is your major responsibility's that depicts your undertaken commitment's
towards your employer's?
◦ Carrying out a limited number of responsibilities
◦ Accepting new and distinct demands of performance
◦ Building skills to raise future possibilities of occupation
◦ Building skills to attain a valuable position in the organisation
◦ Accepting the rising challenges to meet performance standards
◦ Augmenting the sense of perceptibility
◦ Exceeding the requirements of formal performances
◦ Taking the organisation's concerns personally
◦ Actively seeking the internal work opportunities
 What best describes your work relationship with your employers?
◦ Withholds data from me