بررسی نقش پیش بینی کنندگی قرارداد روانی بر میزان تعهد سازمانی پرستاران

اعراب شیبانی, خدیجه

نوع مقاله : مقاله پژوهشی

نویسنده

خدیجه اعراب شیبانی

استادیار، گروه روان‌شناسی، دانشگاه پیام نور، تهران، ایران

چکیده

هدف:قراردادهای روانی را باورها و عقایدی در ارتباط با تعهد بین کارمند و کارفرما تعریف می کنند که تنظیم کننده روابط بین کارمند و کارفرما هستند. هدف اصلی تحقیق، بررسی نقش پیش بینی کنندگی قرارداد روانی در میزان تعهد سازمانی پرستاران بیمارستان ها است.

مواد و روش ها:تحقیق حاضر توصیفی از نوع همبستگی است.داده‌های تحقیق با استفاده از پرسشنامه قرارداد روانی هیوآی و همکاران(2004) و تعهد سازمانی آلن و می یر(1991) از نمونه‌ا‌ی به تعداد 400 نفر از جمعیت پرستاران به روش نمونه‌گیری تصادفی ساده جمع‌آوری گردید. تحلیل داده‌ها با استفاده از نرم‌افزار SPSS-18 و آزمون تحلیل رگرسیون انجام شد

یافته ها:تحلیل داده ها نشان داد که از روی متغیر قرارداد روانی به میزان 9/36 درصد می‌توان متغیر تعهد سازمانی کارکنان را پیش‌بینی کرد. همچنین مقدار ضریب تعیین (136/0) نشان می‌دهد که 6/13 درصد از پراکندگی مشاهده شده تعهد سازمانی، توسط متغیر قرارداد روانی تبیین و توجیه می‌شود.

نتیجه گیری: استفاده از قراردادهای روانی جهت بررسی روابط بین کارمند و کارفرما نشان می دهند که چنین روابط تعاملی به شدت بر مکانیزم های درون فردی، اجتماعی و روان شناختی وابسته است.

کلیدواژه‌ها

موضوعات

روانشناسی و روانپزشکی

عنوان مقاله [English]

investigation Predictive Role of Psychological Contract on Nurses' Organizational Commitment

نویسنده [English]

Khadije Aerab Sheybani

Assistant Professor, Payam-e-Noor University, Tehran, Iran

چکیده [English]

Objective: The Psychological contracts are defined as those beliefs and opinions regarding commitment among employees and employers being able to regulate the relationship among them. The main objective of the present study is to investigate the predictive role of psychological contract in nurse s' organizational commitment in hospitals.
Materials and method:This research is descriptive from type of correlation, Data of the study were collected using psychological contract Hui &al(2004)and organizational commitment alle, & myier(1991) questionnaire, while a sample of 400 nurses was selected using random sampling method. Data analysis was performed using SPSS-18 software as well as regression analysis.
Findings: The Data analysis indicated that employee s' psychological commitment can be predicted up to 36.9 percent through psychological contract variable. More over, determination coefficient indicated that 13.6 percent of dispersion observed in organizational commitment can be explained by psychological contract variable.
Conclusion: Using of psychological contract to search of relationship between employment and employer show that these relationships depended to personal,social and psychocognitional mechanism.

کلیدواژه‌ها [English]

Nurse
Organizational Commitment
psychological contract

مراجع

[1] Saatchi M, Kamkari K, Askrian M. Psychological Tests. Virayesh Publications, 2011:23-24.[in Persian]

[2] Hui C, Lee C, Rousseau M. Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality, Journal of Applied Psychology. 2004;89(2): 311–321, DOI: 10.1037/0021-9010.89.2.311.

[3] Rousseau M. Psychological Contract Inventory, Technical Report, Heinz School of Public Policy and Graduate School of Industrial Administration Carnegie Mellon University Pittsburgh, Pennsylvania 15213 USA,2000.

[4] Wang Y, Zhu Z & Cong Q. An analysis on the knowledge workers’ turnover: A psychological contract perspective. International Journal of Business and Management. 2008; 3(3): 62-6.

[5] Eskandari F. Correlation between structural and psychological empowerment and organizational commitment of nurses in hospitals in the province in 2009. Thesis for the master’s degree in nursing administration. Shahid Beheshti University of Medical Sciences, International Branch 2010.

[6] Zhou JW, Plaisent M, Zheng LL, Bernard P. Psychological Contract, Organizational Commitment and Work Satisfaction: Survey of Researchers in Chinese State-Owned Engineering Research Institutions. Open Journal of Social Sciences.2014; 2, 217-225. http://dx.doi.org/10.4236/jss.2014.29037.

[7] Yaghoubi M, Yarmohammadian MH, Javadi M. The relation between organizational commitment and job stress between educational hospital managers from Esfahan university, health management J. 2008;11: 63-68.

[8] Jahangir F. Organizational commitment of nurses and its related factors in the surgical wards of the hospitals of Shahid Beheshti University of Medical Sciences in 2005. Thesis for the master’s degree in nursing administration. School of Nursing and Midwifery, Shahid Beheshti University 2005.

[9] Knights JA, Kennedy BJ. Psychological contract violation: Impacts on job satisfaction and organizational commitment among Australian senior public servants. Applied Human Resource Management Research. 2005;10(2): 57-72.

[10] Simosi M. Trajectories of organizational commitment: a qualitative study in a Greek public sector organization. International Journal of Cross Cultural Management. 2013; 13(1), 111-130. doi: 10.1177/1470595812452637.

[11] Rodrigues ACA, Bastos A. Problemas conceituais e empíricos na pesquisa sobre comprometimento organizacional: uma análise crítica do modelo tridimensional de J. Meyer e N. Allen. Revista de Psicologia: Organização e Trabalho. 2010; 10(2):129-144. Retrieved from https://periodicos.ufsc.br/index.php/rpot/article/view/22214.

[12] Robinson SL, Rousseau DM. Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior. 1994; 15: 245–259.

[13] Robinson SL. Trust and breach of the psychological contract. Administrative Science Quarterly, 1996; 41:574–599.

[14] Robinson SL, Morrison EW. Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior. 1995; 16: 289–298.

[15] Coyle-Shapiro J. A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior. 2002; 23: 927–946.

[16] Maia LG, Bastos AVB. BAR, Rio de Janeiro. 2015; 12(3): 250-267, July/Sept. 2015 http://dx.doi.org/10.1590/1807-7692bar2015140061.

[17] Guest DE. The psychology of the employment relationship: An analysis based on the psychological contract. Applied psychology. 2004; 53(4):541-55.

[18] Alniacik E, Alniacik U, Erat S, Akcin K. Does person-organization fit moderate the effects of affective commitment and job satisfaction on turnover intentions? Procedia-Social and Behavioral Sciences. 2013; 99: 274-281.

[19] Cassar V, Briner R B. The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation. Journal of Vocational Behavior. 2011; 78(2): 283-289. doi: 10.1016/j.jvb.2010.09.007

مجله دانشگاه علوم پزشکی سبزوار

بررسی نقش پیش بینی کنندگی قرارداد روانی بر میزان تعهد سازمانی پرستاران

مراجع

مراجع

دوره 25، شماره 5
آذر و دی 1397
صفحه 609-617

بررسی نقش پیش بینی کنندگی قرارداد روانی بر میزان تعهد سازمانی پرستاران

مراجع

مراجع

دوره 25، شماره 5آذر و دی 1397صفحه 609-617

دوره 25، شماره 5
آذر و دی 1397
صفحه 609-617