Let?s be professional about this: ideology and the psychological contracts of registered nurses

Abstract

Aims This study explores whether there is evidence of an ideological component in the psychological contracts of professional employees, as well as evidence of credible supporting commitments by their employer. Background Fundamental changes in the employment context have prompted many individuals to seek a closer alignment between themselves and their work, as well as with the organizational and broader societal contexts. For many professional employees identification with their professional ideology is a significant factor in producing such an alignment. Method The study uses an exploratory qualitative approach to analyse interview data collected from a sample of registered nurses employed in an Australian public hospital. Results The analysis identifies psychological contract terms best understood by reference to an ideological currency. It also suggests that the organization is perceived as obligated to provide credible support for that professional contribution, and the perceived lack of such support has significant impacts. Conclusions The findings raise doubts about the utility of the concept of a psychological contract that recognizes only economic and socio‐emotional exchanges for understanding the psychological contracts of professional employees.

Withdrawal Behaviors Syndrome: An Ethical Perspective

“…Thus, the individual professional employee's allegiance and career aspirations move away from the organization and are transferred onto the profession. (O'Donohue and Nelson, 2007;Purvis and Cropley, 2003;Thompson and Bunderson, 2003). These changes in the work world, together with the implications of the COR model explained previously, may encourage us to consider that withdrawal from the hospital by lateness, absence, or intent to leave, do not necessarily signify withdrawal from the patient.…”

“…In return, the employer provided job security and career prospects. Today, however, the individual is required to demonstrate more responsibility and multiskilling, and to function under conditions of role ambiguity (O'Donohue and Nelson, 2007). Thus, the individual professional employee's allegiance and career aspirations move away from the organization and are transferred onto the profession.…”

“…In this study, we focused on nurses' ethical perspective because it has been shown that nurses expect fairness in their workplace (Deshpande, 2009;Deshpande and Joseph, 2008;Elovainio et al, 2004;O'Donohue and Nelson, 2007;Purvis and Cropley, 2003), and that their perceptions of such fairness affect their work attitudes and behaviors. Thus, if nurses perceive that their ethical expectations are not fulfilled, they will compensate for this disenchantment by withdrawal behaviors.…”

“…These changes in the work world, together with the implications of the COR model explained previously, may encourage us to consider that withdrawal from the hospital by lateness, absence, or intent to leave, do not necessarily signify withdrawal from the patient. This decade has seen professional ideology become dominant in the decision-making of employees (O'Donohue & Nelson, 2009;Thompson & Bunderson, 2003), and that has had a positive effect on work behaviors affecting patient care (O'Donohue and Nelson, 2007).…”

Workplace emotion through a psychological contract lens

“…However, a distinction which is often considered central to describing contractual relationships (Scheel and Mohr, 2013), and that adopted in this research, is of transactional and relational contract types (Rousseau, 1995). Relational contracts can be considered as socio-emotional relationships, concerned with the more social and emotional elements of the employment relationship (Aselage and Eisenberger, 2003;O'Donohue and Nelson, 2007). They are characterised by a high level of member and affective commitment, 5 identification, and stability in the relationship (Rousseau, 1990;1995).…”