Influence of psychological contract elements on nurses’ psychological wellbeing in private hospitals in Klang Valley

Soomro, Aqsa (2026) Influence of psychological contract elements on nurses’ psychological wellbeing in private hospitals in Klang Valley. Master dissertation/thesis, UTAR.

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Abstract

The psychological contract (PC), which refers to employees’ perceptions of mutual expectations and obligations between themselves and their organizations, has attracted growing interest due to its impact on work attitudes and well-being. In healthcare environments, where job demands are high and stress levels are often elevated, examining how PC fulfilment relates to psychological well-being (PW) is particularly important. This quantitative study examines the relationships among PC dimensions, job satisfaction (JS), and the PW of nurses working in private hospitals in Klang Valley, Malaysia. A cross-sectional survey design was employed, and data were obtained from 301 nurses using standardized and validated instruments. Structural equation modelling (SEM) with SmartPLS was used to evaluate the hypothesized relationships among the study variables. The results indicate that autonomy and control (AC), organizational benefits (OB), and opportunities for growth and development (GD) have significant positive effects on nurses' JS. In turn, JS was found to be a significant predictor of PW. However, organizational rewards (OR) did not demonstrate a significant direct influence on either JS or PW. Mediation analysis confirmed that JS mediates the relationships between AC, OB, and GD and PW, but not for OR. Additionally, employee motivation (MO) was found to significantly moderate the relationship between JS and PW. Grounded in Social Exchange Theory (SET), this research provides empirical evidence on the critical role of PC fulfilment in fostering nurses' JS and well-being. The results provide policymakers and hospital management with insightful information, emphasizing the need to enhance autonomy, benefits, and growth opportunities to support nurses' psychological health. Targeted organizational interventions that align employer–employee expectations can lead to improved JS, increased MO, and better workforce retention in private healthcare settings.

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