PSİKOLOJİK SÖZLEŞME ALGISININ ÖRGÜTSEL BAĞLILIK ÜZERİNE ETKİSİ: SAĞLIK ÇALIŞANLARI ÜZERİNDE BİR ARAŞTIRMA

Bu çalışma sağlık çalışanlarının psikolojik sözleşme konusundaki algılarının örgütsel bağlılık üzerindeki etkisini değerlendirmek amacıyla yapılmıştır. Bu amaç doğrultusunda sağlık çalışanı katılımcıların demografik özellikleri, psikolojik sözleşme ve örgütsel bağlılık algıları ile ilgili verilerin elde edilmesine dönük bir anket oluşturulmuştur. Kahramanmaraş ilinde bulunan Kahramanmaraş Necip Fazıl Şehir Hastanesi Yörük Selim Ek Hizmet Binasında görev yapan 145 sağlık çalışanı araştırmaya katkıda bulunmuşlardır. Elde edilen veriler bir istatistik programı ile analiz edilmiştir. Araştırmanın temel bulgusu sağlık çalışanlarının psikolojik sözleşme konusundaki algılarının örgütsel bağlılıklarını pozitif yönlü etkilediğidir. Sonuçlar literatürle karşılaştırılarak değerlendirilmiş, araştırma bulguları çerçevesinde öneriler yapılarak çalışma son bulmuştur.

Anahtar Kelimeler:

Sağlık Çalışanları, Psikolojik Sözleşme, Örgütsel Bağlılık

THE EFFECT OF PSYCHOLOGICAL CONTRACT PERCEPTION ON ORGANIZATIONAL COMMITMENT: A RESEARCH ON HEALTH EMPLOYEES

Introduction and Research Questions & Purpose:The aim of this study is to evaluate the effect of health workers' perceptions on psychological contract on organizational commitment because the success of health institutions healthcare professionals work is extremely important. There are different factors that affect the task performance of healthcare professionals. Being committed to the organization and making efforts in this direction are among the first of these factors (Millward ve Hopkins, 1998: 1530). Today's increasing competition conditions, ever-changing environment, changes in working conditions, require organizations to use human resources, which are the most important element of their core competencies, effectively and efficiently in order to be successful in the globalized business world. In this context, the issues of psychological contract and organizational commitment should be of special importance for the organizations of today to use human resources effectively, effectively and efficiently (Bal, Kooij ve De Jong, 2013: 545).Literature Review:Conceptually, the most general definition of the contract is beliefs that include obligations between two or more parties. Psychological contract is the expression of an individual's thoughts in terms of the terms and conditions of mutual exchange with another party. Psychological contracts are individual opinions that are shaped by the organization and include the conditions for the exchange agreement between the individual and the organization (Rousseau ve Parks, 1993: 3). Organizational commitment is a psychological link between the individual and the organization in the context of participation in work, loyalty and belief in the values of the organization (Meyer ve Allen, 1991: 67). An important part of the researches in the literature, as cited in the article (Maia ve Bastos 2015:17; Hassan, Abdul-Rahman ve Abdul Basit ,2017: 37), reveals the existence of a positive and meaningful relationship between psychological contracts and organizational commitment. In addition, in the section where the concepts are analysed theoretically, the claim that meaningful relationships can be expected between these two variables is included. Taking this information into consideration, it was hypothesized the perceptions of healthcare professionals about the psychological contract affect their organizational commitment and its subdimension positively.Methodology:Before performing the research, necessary permissions were taken from The University Social Sciences Ethics Committee and the Hospital Administration. Millward and Hopkins's (1998) the psychological contract scale and the Organizational Commitment Scale by Allen and Meyer (1990) were used as data collection tools. The study conducted in a state hospital in Kahramanmaraş. 145 healthcare professionals voluntarily contributed to the research. The data were analysed using a statistical program. The scales used in the study were found to be quite reliable and highly reliable.Considering the gender and marital status of the participants; 64.8% (N = 94) are women, 35.2% (N = 51) are men, 64.8% (N = 94) are married, 35.2% (N = 51) is single. It is seen that 28.3% (N = 41) of the participants are between the ages of 18-29, 49% (N = 71) are between 30-41 and 22.8% (N = 33) are over the age of 42. The average score of the psychological contract scale of the healthcare professionals contributing to the study was at a medium level. It was found that the average score of the organizational commitment scale of the healthcare professionals participating in the research was high.Regression analysis was applied to determine the effect of perception of psychological contract on organizational commitment and subdimensions in line with the determined hypotheses. In terms of the results of the regression analysis, the level of disclosure of organizational commitment was statistically significant and it was found that perceptions of the participants about the psychological contract positively affect the organizational commitment.Regarding the results of the regression analysis conducted to determine the effects of the perceptions of the healthcare professionals on the psychological contract on the affective, continuance and normative commitment, which are the sub-dimensions of organizational commitment; It has been determined that perceptions of healthcare professionals about psychological contract affect all sub-dimensions of organizational commitment in a statistically significant and positive way.The findings of this study showed that meeting the expectations of the employees regarding the psychological contract will increase their organizational commitment both at the general level and at the level of sub-dimensions, thus increasing their contribution to their organizations. It is thought that this research will contribute to both practitioners and researchers in the health sector, where using human resources effectively and efficiently will be considered as a core competence.

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