Perceptions of fairness in the psychological contracts of allied health professionals

2015 ◽  
Vol 7 (2) ◽  
pp. 106-116 ◽  
Author(s):  
Rebecca Flower ◽  
Defne Demir ◽  
John McWilliams ◽  
Dianne Johnson
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Health Professionals ◽  
Psychological Contract ◽  
Allied Health ◽  
Psychological Contracts ◽  
Organisational Commitment ◽  
Allied Health Professionals ◽  
Content Type ◽  
Organisational Justice

Purpose – The purpose of this paper is to investigate the relationships between components of the psychological contract, organisational justice, and negative affectivity (NA), with key employee outcomes (i.e. organisational commitment, job satisfaction, depression, and psychological distress) among allied health professionals. Design/methodology/approach – In total, 134 (response rate of 46 per cent) Australian allied health professional completed a questionnaire. Findings – Multiple regressions revealed that higher NA was associated with lower organisational commitment, lower job satisfaction, and higher levels of depression. The psychological contract variable, breach, was associated with depression. Informational justice was associated with organisational commitment. Distributive justice was associated with job satisfaction. Research limitations/implications – This research is limited by its cross-sectional design and that the data were self-reported. The results obtained suggest the potential utility of collecting longitudinal data to replicate and extend the results. Practical implications – While NA may be beyond management control, it may be ameliorated by attention to improving communication of management decisions and by sensitivity to the elements implicit in psychological contracts. The negative consequences of contract breach may be offset by informational and distributive justice. Originality/value – This study is one of the first to examine multiple measures of the psychological contract in addition to organisational justice and NA. Further, this study adds to the literature for allied health professionals, where little is known about factors contributing to their turnover.

Promises in psychological contract drive commitment for clinicians

2014 ◽  
Vol 19 (2) ◽  
pp. 153-165 ◽  
Author(s):  
Julia Ellershaw ◽  
Peter Steane ◽  
John McWilliams ◽  
Yvon Dufour
Keyword(s):  
Job Satisfaction ◽  
Psychological Distress ◽  
Distributive Justice ◽  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Organisational Commitment ◽  
Contract Breach ◽  
Content Type ◽  
Informational Justice ◽  
Organisational Justice

Purpose – Job satisfaction, mental health and organisational commitment are important for clinician retention. Psychological contracts, organisational justice and negative affectivity (NA) have been linked with these outcomes but there is limited research examining these concepts in combination, particularly for clinicians. The aim of this paper is to examine the relationships between psychological contract breach, organisational justice and NA, on the outcomes of organisational commitment, psychological distress and job satisfaction, in a medical context. Design/methodology/approach – Surveys were distributed to Australian hospital clinicians through their internal mail and 81 completed surveys were returned (response rate=24 per cent). Findings – Multiple regression analyses revealed that organisational commitment was related to NA, psychological contract obligation and the interaction between psychological contract breach and distributive justice. Psychological distress was related to NA and procedural justice. Job satisfaction was related to the interaction between psychological contract breach and informational justice, however, the overall model for job satisfaction was not significant. Practical implications – By implementing innovative social exchange processes, healthcare organisations can ensure distributive justice is maintained in the culture in event of contract breach, and by so doing build safety mechanisms into sustaining commitment from clinicians. Originality/value – This paper contributes to the literature on clinical governance in managing the psychological contract to sustain commitment from clinical staff. The findings provide new insights into the factors effecting employee outcomes for clinicians.

Psychological contract breach among allied health professionals

2015 ◽  
Vol 29 (3) ◽  
pp. 393-412 ◽  
Author(s):  
John Rodwell ◽  
Andre Gulyas
Keyword(s):  
Mental Health ◽  
Health Professionals ◽  
Psychological Contract ◽  
Allied Health ◽  
Healthcare Organisation ◽  
Interpersonal Justice ◽  
Allied Health Professionals ◽  
Content Type ◽  
Work Related ◽  
Organisational Justice

Purpose – Allied health professionals are vital for effective healthcare yet there are continuing shortages of these employees. Building on work with other healthcare professionals, the purpose of this paper is to investigate the influence of psychological contract (PC) breach and types of organisational justice on variables important to retention among allied health professionals: mental health and organisational commitment. The potential effects of justice on the negative outcomes of breach were examined. Design/methodology/approach – Multiple regressions analysed data from 113 allied health professionals working in a medium-large Australian healthcare organisation. Findings – The main negative impacts on respondents’ mental health and commitment were from high PC breach, low procedural and distributive justice and less respectful treatment from organisational representatives. The interaction between procedural justice and breach illustrates that breach may be forgivable if processes are fair. Surprisingly, a betrayal or “aggravated breach effect” may occur after a breach when interpersonal justice is high. Further, negative affectivity was negatively related to respondents’ mental health (affective outcomes) but not commitment (work-related attitude). Practical implications – Healthcare organisations should ensure the fairness of decisions and avoid breaking promises within their control. If promises cannot reasonably be kept, transparency of processes behind the breach may allow allied health professionals to understand that the organisation did not purposefully fail to fulfil expectations. Originality/value – This study offers insights into how breach and four types of justice interact to influence employee mental health and work attitudes among allied health professionals.

What is exchanged in psychological contracts? Multiple sets of obligations, targeted effort and uncertainty reduction

2015 ◽  
Vol 37 (2) ◽  
pp. 232-247 ◽  
Author(s):  
John Rodwell ◽  
Julia Ellershaw
Keyword(s):  
Organizational Citizenship ◽  
Psychological Contract ◽  
Allied Health ◽  
Health Workers ◽  
Career Commitment ◽  
Psychological Contracts ◽  
Allied Health Professionals ◽  
Contract Breach ◽  
Content Type ◽  
Survey Responses

Purpose – The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological contracts. Design/methodology/approach – Path analyses were conducted on the survey responses from Australian allied health professionals (n=112; a 46 per cent response rate). Findings – The analyses revealed that psychological contract promises decreased organizational citizenship behaviours relating to the organization (OCBO), while contract fulfilment increased commitment and reduced psychological distress. Contract breach reduced organizational commitment. Originality/value – The results indicate that obligations may be the primary currency in their psychological contract, with career commitment forming a set of obligations by which employees determine their OCBO, highlighting the nature of the resources exchanged to be targeted to their perceived source, in this case organizational promises begetting discretionary contributions to the organization. Further, fulfilment may reduce uncertainty, which in turn can reduce strain and increase OCBO.

Responding and adapting to change: an allied health perspective

2020 ◽  
Vol 33 (4) ◽  
pp. 339-349
Author(s):  
Lisa Beasley ◽  
Sandra Grace ◽  
Louise Horstmanshof
Keyword(s):  
Health Care ◽  
Change Management ◽  
Scoping Review ◽  
Health Professionals ◽  
Allied Health ◽  
Change Processes ◽  
Allied Health Professionals ◽  
Content Type ◽  
Scoping Reviews ◽  
Change Leaders

Purpose The purpose of this paper is to review the literature on the response and adaption to change of allied health professionals. Understanding how individuals respond and adapt to change is essential to assist leaders to manage transformational change effectively. Contemporary health-care environments are characterised by frequent and rapid change, often with unrealistic and challenging time frames. Individuals operate independently, but also as members of teams, professions and organisations. Therefore, having a sound understanding of individual response to change is important for change leaders. In the Australian context, allied health professionals represent a quarter of the health-care workforce. There is a significant gap in understanding how allied health professionals respond and adapt to change. Design/methodology/approach A scoping review was designed to report on the nature and extent of the literature on the response and adaption to change in the context of allied health professionals. Change leaders in the health-care environment face a number of complex challenges when attempting to facilitate change. While this scoping review did not identify any specific literature on the response and adaption to change of allied health professionals, it did however provide information on change models and factors to take into consideration when implementing a change process. Findings The results of this scoping review identified findings in two main areas with regard to response and adaptation of allied health to change: a review of change management literature at the organisation level and change management for allied health. Most of the literature described organisational level change management without providing a structural framework for change. At the professional individual level, the literature focused on specific clinical interventions, rather than on the response and adaption to change for allied health. Minimal literature was identified in regard to the response and adaption to change of allied health professionals. In an environment characterised by continuous change and policy reform, a greater understanding of the response and adaption to change by allied health is a priority for research, policy and practice. Research limitations/implications This scoping review was undertaken to explore the response and adaption to change of allied health. It sought to identify the factors that may explain why certain disciplines within the allied health professional group responded to change differently. Scoping reviews do not set out to comprehensively source all relevant literature but rather to ascertain the nature and extent of the published literature in the field. Therefore, it is possible that a systematic review might uncover additional relevant papers. However, this scoping review provides a clear indication of the nature and extent of the literature in allied health. Practical implications Social implications This scoping review will assist change leaders to gain a better understanding of theoretical frameworks of individual, team and organisational change processes and the impacts these have individually and collectively on change processes. Originality/value To the best of the authors’ knowledge, this scoping review is the first of its kind to identify the minimal literature available on the way allied health professionals respond and adapt to change.

Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital

2015 ◽  
Vol 39 (3) ◽  
pp. 290 ◽  
Author(s):  
Natalie A. Wilson
Keyword(s):  
Job Satisfaction ◽  
Health Professionals ◽  
Allied Health ◽  
Intention To Leave ◽  
Work Place ◽  
Health Staff ◽  
Study Group ◽  
Allied Health Professionals ◽  
Metropolitan Hospital ◽  
Satisfaction Factors

Objective The purpose of the present study was to determine the aspects of the allied health professional’s job that contribute most to job satisfaction and intention to leave in a metropolitan hospital. Method Data were collected via a questionnaire that was emailed to all clinical allied health staff at Campbelltown and Camden Hospitals in New South Wales, Australia. The participants then rated their level of satisfaction with various job aspects. Results A significant correlation was found between several job satisfaction factors and intention to leave in this study group, including quality of supervision, level of competency to do the job, recognition for doing the job, advancement opportunities, autonomy, feelings of worthwhile accomplishment, communication and support from the manager. Conclusion In relation to Herzberg’s job satisfaction theory, both intrinsic and extrinsic work factors have been shown to have a significant correlation with intention to leave in this study group. This information can assist workforce planners to implement strategies to improve retention levels of allied health professionals in the work place. What is known about the topic? Job satisfaction is a significant predictor of retention in the workplace for allied health professionals in rural and remote areas; however, limited research has reviewed predictors of job satisfaction of allied health professionals in metropolitan hospitals. What does this paper add? This paper provides evidence that job satisfaction factors are important predictors of intention to leave for allied health in metropolitan hospitals, and that both intrinsic and extrinsic job satisfaction factors have a significant correlation with intention to leave. What are the implications for practice? Those involved in workforce management of allied health professionals can implement strategies to improve job satisfaction and assist with retention of the allied health workforce.

Managing emotional and psychological distress in older people

2018 ◽  
Vol 22 (4) ◽  
pp. 234-242
Author(s):  
Felicity Chapman
Keyword(s):  
Older People ◽  
Health Professionals ◽  
Allied Health ◽  
Close Contact ◽  
Management Strategies ◽  
Family Carers ◽  
Allied Health Professionals ◽  
Extensive Experience ◽  
Content Type ◽  
Common Problems

Purpose Much has been written about helping those with dementia. But what about those for whom distress is not primarily related to a neurological cause and there is no psychiatric history? The purpose of this paper is to offer a guide for allied health professionals and family carers to manage distress in older people who are able to engage in language based communication and who are experiencing significant change or loss. Design/methodology/approach This practice informed paper draws on the authors’ extensive experience working as a mental health social worker who specializes in work with older people in the community and in care, with family carers and in educating allied health professionals on how to manage presentations of distress in older people. Findings Three foundational management strategies are discussed: understand the reason for distress, implement the C.A.R.E. Plan and maximize comfort in exploration and referral. Research limitations/implications This viewpoint piece has not been substantiated through research and does not reflect training in the field of clinical geropsychology. Originality/value The ideas in this paper are original and are practical solutions to common problems that can be faced by workers or family in close contact with older people. The information can be applied immediately to whatever setting is relevant for the reader and is written in easy to understand language. Furthermore, its aim is not only to increase skill and confidence for the reader but also to promote the emotional and psychological wellbeing of older people.

Becoming an expert: highly-experienced allied health professionals' relationships with their work

2020 ◽  
Vol 31 (2) ◽  
pp. 709-724
Author(s):  
Bianca N. Jackson ◽  
Suzanne C. Purdy ◽  
Helena D. Cooper Thomas
Keyword(s):  
Health Professionals ◽  
Role Models ◽  
Allied Health ◽  
Meaningful Work ◽  
Theoretical Research ◽  
Work Orientation ◽  
Allied Health Professionals ◽  
Content Type ◽  
Junior Staff ◽  
Level Performance

PurposeHighly-experienced allied health professionals have the opportunity to perform at the expert-level by sharing knowledge and skills with more junior staff, with the aim of upskilling the workforce. The study explored the current motivators, aspirations and the role of work in the life of highly-experienced practitioners, revealing factors that hinder or support them to further develop their own expertise and be inspiring role-models and mentors for less experienced staff.Design/methodology/approachTaking a grounded theoretical research design, we report on interviews with 45 allied health practitioners with at least seven years of professional experience from different professions and across organisational sectors. Transcripts were coded iteratively in conjunction with reviewing the literature, and cases were categorised to form a conceptual typology of work orientation.FindingsFour work orientations are characterised capturing the diversity of the allied health workforce, particularly in relation to two dimensions of personal fulfilment and future ambition. The relationship between the types and expert-level performance is discussed, leading to recommendations for support that can be implemented to develop and sustain expert-level performance within a community.Originality/valueA new view of work orientation is introduced that relates expert-level performance with meaningful work. The findings highlight a diversity of work orientation for highly-experienced allied health professionals, that all require managerial awareness. Once recognised, the four types would benefit from different supports that could develop and maintain expert-level performance in those that seek it. Alternatives are also available for those that do not. Implications for workforce policy are discussed.

Professional association group mentoring for allied health professionals

2016 ◽  
Vol 11 (1) ◽  
pp. 2-21 ◽  
Author(s):  
Rosalie Coppin ◽  
Greg Fisher
Keyword(s):  
Health Professionals ◽  
Allied Health ◽  
Psychosocial Support ◽  
Professional Association ◽  
Early Career ◽  
Mentoring Program ◽  
Allied Health Professionals ◽  
Content Type ◽  
Group Mentoring ◽  
The Many

Purpose – Mentoring is widely used in the health sector, particularly for early career professionals in the public health system. However, many allied health professionals are employed in private practice and rely on their professional association to provide mentoring support and training. This mentoring context is under-researched. The paper aims to discuss these issues. Design/methodology/approach – A purposeful sample of 15 allied health professionals were interviewed using semi-structured interviews that were then analyzed using template analysis. Findings – The many-to-many group mentoring program delivered valuable knowledge, diagnostic skills and networking opportunities but did not provide inclusion, role modeling or psychosocial support to participants. Also identified were structural and operational issues including; the role of the coordinator in addressing contribution reluctance and participant confidence, confidentiality issues, lack of mentor training and overall organization of the program. Practical implications – Group mentoring is a valuable method of delivery for professional associations. The many-to-many group mentoring model is beneficial in a situation where the availability of mentors is limited. Further, the importance of having a dedicated program coordinator and a skilled facilitator is emphasized. Originality/value – This research contributes to the limited literature on many-to-many group mentoring by reviewing the effectiveness of an existing many-to-many group mentoring program for allied health professionals delivered by a professional association.

Psychological contract congruence, distributive justice, and commitment

2017 ◽  
Vol 32 (1) ◽  
pp. 45-60 ◽  
Author(s):  
Si Hyun Kim ◽  
Giacomo Laffranchini ◽  
Maria Fernanda Wagstaff ◽  
Wonho Jeung
Keyword(s):  
Distributive Justice ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Psychological Contracts ◽  
Occupational Commitment ◽  
Cross Sectional ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between congruence between employee and employer psychological contract fulfillment and commitment. The authors further studied how the relationship is moderated by distributive justice. Design/methodology/approach The authors conducted polynomial regression analyses with response surface methodology on two Korean samples. Findings Congruence between employee and employer psychological contract fulfillment was positively related to affective commitment and occupational commitment. Distributive justice moderated these relationships. Research limitations/implications The main limitation was common method bias as a result of the cross-sectional nature of the study designs. Practical implications Employers must be vigilant not only with regard to fulfilling employees’ psychological contracts but also to doing this fairly. Originality/value The authors studied the interaction effect of distributive justice on the relationship between psychological contract congruence and commitment in Korea.

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