The psychological contract, an implicit agreement shapes employee-employer relationships within organizations. The study investigated the psychological contract's impact on job satisfaction among Medical Laboratory Professionals (MLPs) in Kenya's public health sector. A response rate of 98 (92.7%), for 106 MLPs surveyed with quantitative data analyzed using SPSS version 29. Pearson’s correlation coefficient results indicated that employee obligations, employee entitlements, employer obligations, and delegation were significantly associated with job satisfaction (p<0.001), accounting for 57.7% of the dependent variable's variation, with a model fit of 31.70. Multiple regression analysis revealed that employee obligations (p-value =0.578) insignificantly influenced job satisfaction. Delegation (β = 0.362) had the strongest positive and significant association with job satisfaction, employee entitlements (β = 0.351), and employer obligations (β = 0.253), with employee obligations indicating a negative association. A combination of psychological contract elements (obligations and entitlements) and structural elements (delegation) constitute the key drivers for improving job satisfaction.
Nzoka et al. (Sun,) studied this question.