Abstract
The workplace is characterised by numerous contracts of agreement that
an employee and employer must sign to formalise their employment
relationship. The informal agreement, known as the psychological contract,
is often overlooked, although it is pivotal in determining the engagement of
employees in an organisation. This study aimed to probe the perceptions line
managers have of the influence of the psychological contract on employee
engagement in a South African bank with a particular focus on how the
integration of technologies from the Fourth Industrial Revolution may have
impacted the workplace in the banking sector. The study was carried out using
a qualitative research approach. A purposive random sampling strategy was
used to select participants who were interviewed using semi-structured, oneon-
one interviews. The data collected were analysed using thematic analysis,
and verbatim quotes were used to support emergent themes. The findings of
the study revealed that continuous change in the world, exacerbated by the
COVID-19 pandemic, influences employee expectations. Thus, organisations
must be able to quickly adapt and adjust their talent attraction and retention
mechanisms. Talent management, the nature of the business, structure and
operations, the nature of the work environment, and emotional needs are the
themes that emerged from the study. With the constant change in the world of
work, including industry disruptions continually imposed by the 4IR and other
factors, employees’ expectations are ever-changing. Thus, organisations must
keep adapting to attract and retain talent. This study adds value by addressing
various aspects aligned with competitively adjusting to the current and future
world of work.