Ebrahimzadeh Raman, Zahednezhad Hosein, Atashzadeh-Shoorideh Foroozan, Masjedi Arani Abbas
Psychiatric Nursing and Management Department, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran.
Department of Clinical Psychology, School of Medicine, Shahid Beheshti University of Medical Sciences, Tehran, Iran.
BMC Nurs. 2024 Oct 31;23(1):798. doi: 10.1186/s12912-024-02454-2.
Although psychological contract breach is linked to various significant organizational consequences, few studies have explored the antecedents of this important concept within the nursing field. This study aimed to investigate the correlation between perceived organizational justice and psychological contract breach among clinical nurses.
This descriptive cross-sectional study included 328 inpatient ward nurses from six teaching hospitals in Tehran, Iran. Clinical nurses were selected through multistage random sampling. Data were collected using a demographic questionnaire, the Niehoff and Moorman (1993) Organizational Justice Questionnaire, and the Robinson and Morrison (2000) Psychological Contract Breach Questionnaire.Data analysis was performed in SPSS version 21 using descriptive statistics, Pearson's correlation coefficient, and multiple linear regression analysis.
The findings revealed that procedural justice (P < 0.001; β=-0.20) and interactional justice (P < 0.001; β=-0.47) explained 41% of the variance in psychological contract breach among nursing staff.
The results identified interactional and procedural justice as the most significant dimensions of organizational justice in explaining nurses' perceived psychological contract breach. Therefore, healthcare managers should prioritize fair decision-making processes and interactions with nurses to mitigate ' perceived the psychological contract breach.
尽管心理契约违背与各种重大的组织后果相关，但很少有研究探讨护理领域中这一重要概念的前因。本研究旨在调查临床护士感知到的组织公正与心理契约违背之间的相关性。
这项描述性横断面研究纳入了来自伊朗德黑兰六所教学医院的328名住院病房护士。通过多阶段随机抽样选择临床护士。使用人口统计学问卷、尼霍夫和莫尔曼（1993年）组织公正问卷以及罗宾逊和莫里森（2000年）心理契约违背问卷收集数据。使用SPSS 21版进行数据分析，采用描述性统计、皮尔逊相关系数和多元线性回归分析。
研究结果显示，程序公正（P＜0.001；β=-0.20）和互动公正（P＜0.001；β=-0.47）解释了护理人员心理契约违背差异的41%。
结果确定互动公正和程序公正是组织公正中解释护士感知到的心理契约违背最为显著的维度。因此，医疗保健管理者应优先考虑公平的决策过程以及与护士的互动，以减轻感知到的心理契约违背。
