Psychological Contract of Nurses in the University Hospitals in Yunnan Province, the People’s Republic of China
Keywords:
Psychological Contract, Nurse, University Hospital, China, Yunnan ProvinceAbstract
Psychological contract of nurses are important constructs for keeping a long-term relationship between employee and employer to achieve organizational goals. The purposes of this descriptive comparative research were to examine psychological contract of temporary nurses and permanent nurses and compare the psychological contract between them. Samples were selected by using multistage random sampling, including 402 nurses from three university hospitals in Yunnan Province, the People’s Republic of China. Research instruments included Demographic Data Form and the Psychological Contract Inventory (PCI). The Cronbach’s alpha coefficient was acceptable. Descriptive statistics and independent t-test were used for data analysis. The results were presented as follows:
- For the forms of psychological contract, employee relational contract and employee balanced contract had a higher mean score than employer relational contract and employer balanced contract. But employee transactional contract had a lower mean score than employer transactional contract. Transitional contract had a very low score among all forms of psychological contract. Regarding the status of psychological contract, employee psychological contract fulfillment was higher than employer psychological contract fulfillment.
- There was a significant difference between temporary nurses and permanent nurses in relational contract of employer obligations. However, there was no significant differences between temporary nurses and permanent nurses in forms of employee obligations.
- There was a significant difference between temporary nurses and permanent nurses in employer psychological contract fulfillment. However, no significant difference was found between temporary nurses and permanent nurses in employee psychological contract fulfillment.
Results suggested that nursing administrators should provide nurses more learning opportunities and chances to be involved in the hospital. In addition, nurse administrators should not only be concerned about nurses earning stable wages, but also good environment for further develop.
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