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首页> 外文期刊>American Journal of Nursing Science >The Relationship Between Psychological Contract Breach, Organizational Identification, and Organizational Agility Among Nursing Faculty Members
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The Relationship Between Psychological Contract Breach, Organizational Identification, and Organizational Agility Among Nursing Faculty Members

机译：护理人员心理契约违背，组织认同与组织敏捷性的关系

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Psychological contract is defined as the unwritten or hidden agreement between both the employers and the employees to ensure reciprocity and safe productive work environment. The concept of the relationship between Psychological Contract Breach (PCB) as one of many recognized antecedents of organizational identification has been emphasised for years. Organizational Identification (OI) is defined as the extent to which both the organisation and the employee's identities are overlapped. Organizational Identification (OI) has many benefits. For instance, it has a robust effect on the employees' cognitive abilities, attitude, and behavior including their organizational agility and acceptance to the external and internal environmental forces that induce changes rapidly. Organizational agility (OA) requires rapid adaptation of new services, technologies, and personnel in order to react successfully to sudden shifts or changes in the market. Aim: To determine the relationship between Psychological Contract Breach (PCB), Organizational Identification (OI), and Organizational Agility (OA). Design: A descriptive correlational research design is used. Setting: Faculty of Nursing, Damanhur University. Subjects: The study includes all faculty members N=200, (56) academic staff, (85) non-academic (TA and Instructors), and (59) employees. Instrument: A questionnaire of 40 statements on a 5 point-Likert scale to measure (PCB), (OI) and (OA). Results: The highest mean percent score (86.10±12.86) was for Organizational Identification (OI), while the lowest percent score (66.68±12.0) was for overall PCB dimension. Overall PCB has a negative significant correlation with OI where (r=-0.609) and p=0.001. In relation to OA, it has significant negative correlation with transactional PCB (r=-0.225), relational PCB (r=-0.169), and OI (r=-0.256). Recommendations: 1. To conduct a qualitative study about Psychological Contract Breach in order to generate more information about employees' expectations. 2. To develop a training program for all the Faculty of Nursing staff members, which can enhance their cognitive abilities to be able to respond rapidly to any sudden changes in the market.
机译：心理合同的定义是雇主和雇员之间为确保互惠和安全的生产性工作环境而签订的无书面或隐含协议。多年来，人们一直强调将心理契约违背（PCB）作为组织认同的众多公认先例之一的关系的概念。组织标识（OI）定义为组织和雇员的身份重叠的程度。组织识别（OI）有很多好处。例如，它对员工的认知能力，态度和行为产生强大影响，包括他们的组织敏捷性以及对迅速引起变化的外部和内部环境力量的接受程度。组织敏捷性（OA）要求快速适应新的服务，技术和人员，以便成功应对市场的突然变化或变化。目的：确定心理契约违约（PCB），组织识别（OI）和组织敏捷性（OA）之间的关系。设计：使用描述性相关研究设计。地点：达曼胡尔大学护理学院。受试者：研究包括所有N = 200的教职员工，（56）名学术人员，（85）非学术人员（TA和讲师）和（59）员工。工具：以5点Likert量表对40项陈述进行问卷调查，以测量（PCB），（OI）和（OA）。结果：最高平均分数（86.10±12.86）用于组织识别（OI），而最低分数（66.68±12.0）用于PCB整体尺寸。总体PCB与OI呈负显着相关，其中（r = -0.609）和p = <0.001。关于OA，它与事务性PCB（r = -0.225），关系PCB（r = -0.169）和OI（r = -0.256）显着负相关。建议：1.对心理契约违约进行定性研究，以获取更多有关员工期望的信息。 2.为所有护理学院的员工制定培训计划，以提高他们的认知能力，以便能够对市场的任何突然变化做出快速反应。

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