Abstract
The paper examines the psychological contract expectations of intersectional minority employee groups in organisations. We use an open-ended qualitative survey to analyse important expectations. Voices of 1062 employees were collected based on gender, physical disability, and metro background. The qualitative responses were processed with R and word clouds were generated to highlight the important expectations. The findings of this study reveal that by understanding the common and unique expectations of various employee groups, organisations can prevent violations of the PC. While the common expectations can be used to drive inclusion, the unique expectations can help design customised policies to effectively manage a diverse and heterogeneous workforce.
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The data supporting the findings of this study are available on request.
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The authors would like to thank and acknowledge all the anonymous reviewers and editors of JGBC for their valuable feedback. Their comments helped us improve the quality of this research paper. We express our gratitude to the editorial board for the guidance on improvising the paper.
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This work relates to the PhD. of the first author under the guidance of the second author. The first author was involved in data collection, analysis and drafted the manuscript. The second author revised the manuscript critically to improve the quality of the content. Both the authors were involved in conceptualising this research work, read and approved the final manuscript.
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Pant, J.J., Venkateswaran, V. Voice of Intersectional Minorities in the Psychological Contract for Business Competitiveness. JGBC 18, 11–21 (2023). https://doi.org/10.1007/s42943-023-00075-1
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DOI: https://doi.org/10.1007/s42943-023-00075-1
Keywords
- Gender
- Physical disability
- Non-metro background
- Minority employees
- Intersectionality
- Psychological contract
- Employee expectations