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>Professional Ideology and the Psychological Contract: anudAnalysis of the Psychological Contracts of Registered Nurses,udResearch Scientists and Primary School Teachers Employed inudPublic Sector Organisations.
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Professional Ideology and the Psychological Contract: anudAnalysis of the Psychological Contracts of Registered Nurses,udResearch Scientists and Primary School Teachers Employed inudPublic Sector Organisations.
The increasingly complex world of work has prompted many individuals toudsearch for new meaning and purpose in their work. For many employedudprofessionals, meaning and purpose are also realised through identification withudtheir profession and commitment to its distinctive ideology of values and beliefsudabout work and organizations. Published research into the psychological contractudbetween the employee and the organization has given limited consideration to theudrole that occupational ideologies play in psychological contracts. This studyudaddresses that gap in the literature.udThe study has two broad themes: the relationship between the occupationaludideologies of employed professionals and their psychological contracts, andudthe importance of that relationship for conceptualisation of theudpsychological contract. Using a qualitative research design, the studyudexplores the perceptions of a sample of registered nurses, research scientistsudand primary teachers with regard to their occupational ideologies and theudterms of their psychological contracts.udThe research findings show that study participants in each sample groupudperceived their contributions to the organization to include professionaludcompetence, a client focus, and a service orientation, that is, delivery on coreudelements in their occupational ideologies. Study participants also perceived theudprovision of credible commitments of support as being part of the contribution byudtheir organizations under the psychological contract. In regard to perceivedudfailure by the organization to provide this support, the research findings showudclear impacts on the individual in terms of commitment and job performance. Inudaddition, the findings reveal nuances and a level of complexity in attitudinal andudbehavioural responses by the individual that have not hitherto been revealed inudpsychological contract research.udThe study discusses the relevance of the research findings for the bidimensionalud(transactional/economic and relational/socio-emotional) interpretative frameworkudthat currently underpins the concept of the psychological contract. It supportsudcalls in the literature for a broadening of this framework to include an ideologicaluddimension. The study also discusses the multiplicity and interdependency ofudexchange that professional employees can engage in as a consequence of enactingudtheir occupational ideologies through their psychological contract. It calls intoudquestion the emphasis on a single dyadic relationship with the organization thatudunderpins the predominant conceptual approach used in much of the work to dateudon the psychological contract.udFinally, a number of possible future research directions are outlined. The studyudhighlights the need for managers to understand the nature of the occupationaludideologies operating within their organization, and how, in the case ofudprofessional employees, these ideologies can drive perceptions about what theyudcontribute to the organization and what the organization is expected to contributeudin return.
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