Predicting of Organizational loyalty, Organizational Identity, and Adaptive Performance through Psychological Contract Fulfillment and Professional Ethics

The main purpose of present research was to predict organizational loyalty, organizational identity, and adaptive performance through psychological contract fulfillment and professional ethics among employees of a public hospital in Shahreza. The statistical population included all employees  of mentioned hospital, among which 207 people were selected as a sample through convenience sampling method. The research questionnaires were psychological contract (Rousseau, 1995), professional ethics (Hakerina, 2011), organizational loyalty (Kumar & Shekhar, 2012), organizational identity (Mael& Ash Forth, 1992), and adaptive performance (Charbonnier, voirin & Roussel, 2012). Data were analyzed by Pearson correlation coefficient and stepwise multiple regression analysis. The results showed that there is significant positive relationship between psychological contract fulfillment with organizational loyalty and adaptive performance; between professional ethics with organizational loyalty, organizational identity and adaptive performance (p≤0.05), but the relationship between psychological contract fulfillment with organizational identity was not significant (p> 0.05). Moreover, the results of multiple regression analysis showed that professional ethics were significant predictors of organizational loyalty, organizational identity, and adaptive performance; and psychological contract fulfillment were significant predictors of organizational loyalty and adaptive performance (P≤0/05).Therefore, based on the research findings, it can be concluded that, by increasing psychological contract fulfillment and professional ethics among employees, organizational loyalty, organizational identity, and adaptive performance can be improved.