Sağlık Çalışanlarının Psikolojik Sözleşme Algılarının Örgütsel Güven, Örgütsel Özdeşleşme Ve Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisi

Abstract

Healthcare institutions, which are obliged to provide the best service in both medical and administrative settings, have many professions specialized in different fields and have a rather complicated structure compared to other businesses. It is not right to expect to trust that every employee has the same dedication to their institution. It is highly important to understand the attitudes and behaviors of the employees in the organization. When starting a job, people will have many expectations about many issues such as the duties and responsibilities regarding the job to be performed, the organization to be a member, the organization members and administrators to be accompanying. Psychological contract is one of the recently introduced concepts of organizational behaviour. It is defined as a set of mutual expectations that are expected in the minds of the parties (employees and employers) from the moment the individual participates in the organization, which may change within time, and that are not mentioned in the written labour contract that is often not spoken but which can lead to various ambiguities in the working process. The purpose of this research is to determine the psychological contract perception levels of health employees, to identify the effects of psychological contract perception levels on organizational trust, organizational identification and organizational citizenship levels, and to reveal whether the psychological contractual, organizational trust, organizational identification and organizational citizenship behaviour levels of health employees within the scope of the research differ according to individual characteristics such as age, gender, nationality, marital status, total study duration and education. Another purpose of the research is to determine the statistical relationships between health employees' organizational trust, organizational identification and organizational citizenship behaviour. In this context, a survey was distributed with face-to-face interviews with health employees working in four public hospitals operating in the TRNC and the data obtained from a total of 433 health employees were analysed. As a result of the analyses, it was found that the dimension with the highest score given by the health employees among the psychological contract sub-dimensions is the relational psychological contract dimension, and the tendency to exhibit organizational trust, organizational identification, and organizational citizenship behaviours was found to be in the middle level. In addition, the studies on health employees' perceptions of psychological contract perception and sub-dimensions and their tendency to exhibit organizational trust, organizational identification and organizational citizenship behaviors were compared according to the demographic data (age, gender, nationality, marital status, education level, hospital in which employee works, time, income level) and statistically significant differences were found (p <0,05). As a result of the conducted regression analyses, it was found that the tendency of health employees to exhibit organizational trust, organizational identification and organizational citizenship behaviours on the levels of interaction of general and relational psychological contract dimensions has positive effects. Moreover, it was found that organizational trust levels of health employees affected organizational identification levels, organizational identification levels affected organizational citizenship behaviour levels, and organizational trust levels affected organizational citizenship behaviour levels.