A COMPARATIVE STUDY IN PUBLIC-PRIVATE HOSPITALS ABOUT EFFECTS OF PSYCHOLOGICAL CONTRACT ON EMPLOYEE PERFORMANCE

Year 2018, , 59 - 81, 25.04.2018

Erhan Kılınç , H. Mustafa Paksoy

https://doi.org/10.31201/ijhmt.376255

Cited By: 1

Abstract

The psychological contract is a set of mental
expectations created by the individual, which is an unspoken agreement that
reveals what the organizations and the workers expect from each other and
whether these expectations are met. The main aim of this study was to determine
the level of psychological contractual expectations, the level of satisfy and breach
of the psychological contracts of the health professionals working in public
and private hospitals and to determine whether there is any difference between
them. The universe of the study (N = 5112) has been created healthcare services
professionals (physicians, nurses, midwives, health technicians) at the public
hospitals and private hospitals which operating in the center of Gaziantep
City. It were applied questionnaire to total 1202 person (23.61%) at between
January-April 2015. The data were evaluated using the SPSS 15.0 program using
frequency and percentage analyzes, factor analysis, significance test between
two means (T test), analysis of variance (ANOVA), correlation analysis.
According to the results of the study, it was determined that the levels of
psychological contract expectations and institutional satisfaction of private
hospital health workers were higher than those of public hospital health
workers. It was determined that the level of violation of psychological
contract of public hospital healthcare workers is higher than that of private
hospital health workers. A statistically significant negative
correlation was found between psychological contract violation and employee
performance (p <0.01).

Keywords

psychological contract, employee performance, healthcare workers

References

• Ahmed. I.. Ramzan. M.. Mohammad. S. K. &Islam. T. (2011). Relationship between perceived fairness in performanceappraisal and OCB: Mediating Role of Organizational Commitment. International Journal of Academic Research.
• Akyüz. N. E. and Karadal. H. (2014). Relationship between psychological contract and organizational identification Ankara PTT Headdirectorate office. Aksaray University. Institute of Social Sciences. Master Thesis.
• Anderson. N. and Schalk. R. (1998). The Psychological Contract in Retrospect and Prospect. Journal of Organizational Behavior. 19. 637-647.
• Bedük. A. (2014). Organizational Psychology. Konya: Atlas Akademi.
• Bekele. A. Z.. Shigutu. A. D.. & Tensay. A. T. (2014). The effect of employees’ perception of performance appraisal on their work outcomes. International Journal of Management and Commerce Innovations. 2(1). 136-173.
• Brown. M.. Hyatt. D.. & Benson. J. (2010). Consequences of the performance appraisal experience. Personnel review. 39(3). 375-396.
• Ceseroğlu. C. M.ve Aydın Tükeltürk. Ş. (2010). The Impact on psychological contract and organizational commitment in terms of employee relations in organizations: sample of 4-5 star hotel establishments. Çanakkale Onsekiz Mart University. Institute of Social Sciences. Master Thesis.
• Cihangiroğlu. N.ve Şahin. B. (2010). An Important phenomenon in organizations: psychological contract. ZKÜ Journal of Social Sciences. 6(11). 1-16.
• Cihangiroğlu. N. and Şahin. B. (2012). Comparison of psychological contract perceptions of physicians and nurses " TAF Preventive Medicine Bulletin. 11(1). 63-70.
• Cipd. (2005) The Psychological Contract: What It is. Why It’s Important. How to Manage and Use It" West of Scotland Masterclass Series.
• Coyle. S.. Jacqueline. A.-M.ve Parzefall. M.-R. (2008) "The SAGE Handbook of Organizational Behavior" London.
• Crossman. A. (2002) "Critical incidents and the dynamics of the psychological contract" British Academy of Management Conference. London: The Anahuac Journal. 55-66.
• Dikili. A. and Bayraktaroğlu. S. (2013). A Research on psychological contract and job satisfaction. Eskişehir Osmangazi University. Journal of Economics and Administrative Sciences. 8 (2).
• European Commission . R. (2006). Psychological contracts across employment situations. European Commission.
• George. C. (2009). The Psychloogical contract. managing and developing groups. Berkshire. England: Open University Press.
• Geylan. R.. Tonus. H.. Kağnıcıoğlu. D.. Benligiray. S.. Baraz. A. and Ergün Özler. D. (2013) "Human Resources Management" Eskişehir: Anadou University. Açıköğretim Faculty.
• Işılay Üçok. D.ve Alev Torun. A. (2012). The Impact of sinic attitude and psychological contract violation perception on burnout. Marmara University. Institute of Social Sciences. Master Thesis.
• İşçi. E. and Artan. İ. (2010) " The Role of confidence in the ımpact of the psychological convention violation on the organizational citizenship behavior and separation intention. Marmara University. Faculty of Social Sciences. Doctorate Thesis.
• Karcıoğlu. F.ve Türker. E. (2010). Relationship between psychological contract and organizational commitment. an application on healthcare workers. Ataturk University Journal of Economics and Administrative Sciences. 24(2). 121-140.
• Kaldırımcı. N. (1987). Keywords for motivation: psychological contract. Ataturk University. SBE Journal. 113-128.
• Kılınç. E. Ulusoy. H. (2012). Investigation of organizational citizenship behavior. organizational silence and employee performance at physicians and nurses. and the relationship among them. Sivas Cumhuriyet University. Institute of Health Sciences. Master Thesis.
• Kidder. D. L.and Buchholtz. A. K. (2002). Can excess bring success? CEO compensation and the psychological contract. Human Resource Management Review. 12. 599–617.
• Kraft. J. M. (2008). Psychological contracts and organizational commitment profiles: Effects of contract fulfillment and violation on employee outcomes. Univerity of Windsor. Canada. Recuperado de http://www1. uwindsor. ca/people/ckwantes/system/files/Kraft% 20MA% 20Thesis. pdf.
• Lambert. L.. Edwards. J.ve Cable. D. (2003). Breach and fulfillment of the psychological contract: a comparison of traditional and expanded views. Personnel Psychology. 56(4). 895-934.
• Mimaroğlu Özgen. H. and Özgen. H. (2010). The Effects of psychological contract and dimensions on job satisfaction. organizational commitment and intent to leave: a survey on medical sales representatives. Cukurova University. Journal of Social Sciences Institute 19(1). 1-19.
• Özer M. and Bakır B. Determination of factors related to motivation of health personnel. Gülhane Medical Journal. 2003;45(2):11
• Prather. T. (2010). The Perception of fairness of performance appraisals. Doctoral dissertation. Cleveland State University.
• Ripley D. (2002). Improving Employee Performance Moving Beyond Traditional HRM Responses.
• Robinson. S.and Rousseau. D. (1994). Violating the psychological contract: not the exception but the norm. Journal of Organizational Behavior. 15(3). 245-259.
• Rousseau. D. (2000). Psychological contract inventory technical report.
• Şehitoğlu. Y.ve Zehir. C. (2010). The Analysis of employee performance in the context of employee silence and organizational citizenship behaviour in turkish public ınstitutions. Amme İdaresi Journal. 43(4). 87-110.
• Tengilimoğlu. D.. Akbolat. M.ve Işık. O. (2009). Health Business Administration. İstanbul: Nobel Publication Distribution.
• Tutar. H. and Altınöz. M. (2010). The Impact of organizational climate on occupational performance: a research on ostim manufacturing employees. Ankara University SBF Magazine Volume 65. Issue 2
• Türk. M. (2007). Organizational Culture and Job Satisfaction. Ankara: Gazi Bookstore. Türker. E.ve Karcıoğlu. F. (2010). An application on the relationship between organizational commitment and psychological contract health workers. Ataturk University. Institute of Social Sciences. Master Thesis.
• Wellin. M. (2007). Managing the psychloogical contract. Hampshire. England: Gouer Publishing Limited.
• Wright. R.P.. (2004). Mapping cognitions to better understand attitudinal and behavioral responses in appraisal research. Journal of Organizational Behavior. 25(3). 339-374.
• Yavan. Ö. (2012). Strategic human resources management and company performance. Akademik Bakış Magazine. issue: 32. 1-20.
• Yorgun. S.. Demir. Y.. Süzük. S.. Yıldırım Usta. Y. and Şentürk. E. (2010). Performance and quality of service according to the high performance institutions in the nation "II. International Performance and Quality in Health Quality Congress Report Book. Ankara. 353-361.