سید عباس موسوی

Background: nowadays, the success of large firms, instead of traditional physical and financial indices, depend more on intangible assets. Among intangible assets, organizational reputation, is the most important issue which is created sustainable competitive advantage. The lack of organizational reputation, tarnished the organization's members sense of belonging and involvement of people to work and their commitment to the values and goals of the organization is diminished and accordingly probability to adhere psychological contract is affected. Aim: The main purpose of this study is evaluating impact of perceived organizational reputation on psychological contract and employee engagement. Methodology: This study is a Descriptive-Survey research by Method. A questionnaire was used to collect data. This study, in terms of purpose is functional and statistical population included banks in region two of Shiraz city that their number reaches to 45 organizations. According to cochran test, in the level of 5 percent error, research sample are 40 organizations. Spss and Smart-PLS software were used for data analysis. In order to test the model, Structural equation is used. Results: Research findings indicated that perceived organizational reputation has positive and significant impacts on psychological contract and employee engagement. On the other hand, psychological contract also could have significant and positive impact on employee work engagement. Therefore, the main hypothesis was confirmed. About Sub-hypotheses, positive and significant impact of perceived organizational reputation on dedication and absorption and also impact of psychological contract on employee dedication was approved and significant and positive impact of reputation on vigor and psychological contract on vigor and absorption was rejected.