Work Centrality and Psychological Contracts in Remote Academia a Post-Covid Conceptual Analysis

Objectives:

This conceptual paper examines the evolving dynamics of psychological contracts and work centrality within higher education institutions (HEIs) in the post-COVID context. It aims to: (1) analyse how remote and hybrid work have reshaped psychological contracts in academia; (2) investigate the moderating influence of work centrality on employee engagement and organizational citizenship behaviour (OCB); and (3) propose an integrative conceptual framework linking psychological contract management (PCM), work centrality, and institutional sustainability.

Methods:

Adopting a conceptual and theory-driven approach, this study integrates insights from Social Exchange Theory (SET) and Human Capital Theory (HCT). A comprehensive synthesis of existing literature on psychological contracts, work centrality, and remote academic work underpins the development of a multi-level conceptual model. The framework positions PCM as a key antecedent of engagement and OCB, with work centrality acting as a moderator and sustainability outcomes (social, economic, and environmental) as the ultimate institutional objectives.

Results:

The analysis indicates that effective PCM fosters employee engagement and OCB, particularly among academics with high work centrality. These behaviours enhance institutional trust, innovation, and resilience, aligning with the Triple Bottom Line (TBL) framework. The model highlights that fulfilled psychological contracts strengthen reciprocity and discretionary behaviours, thereby promoting long-term institutional sustainability.

Conclusions:

Psychological contract management functions as a strategic enabler for sustainable higher education. By ensuring fairness, recognition, and flexibility, HEIs can align employee expectations with institutional goals, enhancing engagement and commitment. Future empirical research should validate the proposed framework across diverse academic and cultural contexts to substantiate its applicability and impact.

Psychological Contract; Work Centrality; Employee Engagement; Organizational Citizenship Behaviour; Sustainability

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