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A 'new' psychological contract for nurses: some management implications

S J Cavanagh

    Journal of Nursing Management
    |March 1, 1996
    PubMed
    Summary

    The traditional nurse employment contract is evolving. A new psychological contract, based on mutual fairness and trust, is emerging to address changing healthcare workplace expectations and improve organizational commitment.

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    Area of Science:

    • Healthcare Management
    • Organizational Psychology
    • Human Resources

    Background:

    • The healthcare sector is undergoing significant changes impacting nursing employment.
    • Traditional assumptions of job security and career progression for nurses are becoming outdated.
    • This necessitates a re-evaluation of the employer-employee relationship in nursing.

    Purpose of the Study:

    • To explore employment issues faced by nurses due to evolving health services.
    • To define and differentiate the 'old' and 'new' psychological contract in nursing.
    • To discuss the implications of psychological contract violations and strategies for forming a new contract.

    Main Methods:

    • Conceptual analysis of psychological contracts in the nursing profession.
    • Discussion of management perspectives on contract development and maintenance.
    • Examination of the impact of contract changes on organizational commitment.

    Main Results:

    • The 'old' psychological contract, based on job security, is being replaced by a 'new' contract.
    • This new contract emphasizes mutual fairness, trust, and shared values.
    • Violations of the psychological contract can negatively affect individual and organizational commitment.

    Conclusions:

    • Healthcare organizations must adapt to the changing nature of the psychological contract.
    • Developing a 'new' psychological contract fosters mutual benefit and shared values.
    • Proactive management strategies are essential for building and maintaining trust in the nursing workforce.

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