Contract fulfilment, quality management, ICT adoption, government, and co-worker support: a conceptual framework for student contentment in higher educational institutions

Figures & data

Table 1. Summary of empirical review.

Relationships	Authors	Findings
Why employee PCF may positively impact CON.	Soundarya Priya et al. (2024)	PCF encourages safe behaviour and climate in the construction sector.
	Akhigbe and Yakubu (2021)	Employee PCF improves citizenship behaviour in public universities.
	Koomson and Opoku Mensah (2020)	Psychological contract breach (which represents the absence of PCF) reduces medical doctors’ tendency to show citizenship behaviour.
	Opoku Mensah and Koomson (2021)	Psychological contract breaches lead to low job satisfaction among physicians.
	Koomson (2020)	Psychological contract breaches decrease physicians’ commitment to their healthcare organisations.
	Abdalla et al. (2021)	Psychological contract breaches cause employees to show distrust towards their organisation.
	Koomson (2021a)	Cutting-edge innovations in organisations are frequently attributed to contented personnel.
Why TQM may mediate between employee PCF and CON.	Park and Kim (2023) and Idris (2015)	TQM has improved student satisfaction.
	Yusuf (2023)	TQM has improved the quality of higher education
	Bahia et al. (2023)	TQM has improved the performance of academic education
	Kaushal and Goyal (2021), Pepur et al. (2013), Agarwal et al. (2012), and Battisti et al. (2008)	Fulfilled expectations (i.e. PCF) encourage the adoption of quality enhancement applications
	Koomson (2022a, 2022b), Acquah et al. (2023), Fikri et al. (2022) Kustono (2020), Mehralian et al. (2016), and Imran et al. (2018)	The authors acknowledge the mediating role of TQM in their studies.
Why ICT adoption may positively intervene between employee PCF and CON.	Mao et al. (2019)	Employee PCF encourages technology adoption.
	Alyoussef and Omer (2023), Dubey and Sahu (2021), and Dubey and Sahu (2022).	Technology adoption improves student satisfaction.
	Susilawati et al. (2023), Koomson (2022a), Koomson (2022b), Jalil et al. (2022), Dutot et al. (2021), Khaddam et al. (2020), MahbubulHye et al. (2020), Imran et al. (2019), and Nadeem et al. (2018)	The authors acknowledge the mediating role of ICT adoption in their studies.
Why GOS may moderate between employee PCF and CON.	Nisar and Siddiqui (2019), and Saltzstein et al. (2001)	The authors show that GOS aids in achieving employee PCF.
	Wong and Chapman (2023), and Martirosyan (2015).	The authors show find that GOS aids in attaining employee CON.
	Yang and Liu (2023), Sharma et al. (2023), Farzanegan and Gholipour (2023), Seow et al. (2021), Ishtiaq et al. (2020), Anwar et al. (2020), Xia et al. (2020), Saberi and Hamdan (2019), and Kim et al. (2018)	The authors acknowledge the moderating role of GOS in their studies.
Why COS may moderate between employee PCF and CON.	Küçük (2022), and Nguyen and Tuan (2022)	The researchers demonstrate that COS improves employee PCF.
	Lauritzen et al. (2022), and Szromek and Wolniak (2020)	The researchers demonstrate that COS improves employee CON.
	Chong et al. (2023), Zhang et al. (2023), Ngo et al. (2022), Ahmad et al. (2019), Rehman et al. (2019), Robertson et al. (2016), Toker et al. (2015), and Martínez Corts et al. (2011)	The authors acknowledge the moderating role of COS in their studies.

Source: Table by Author.

Figure 1. Conceptual model.

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