Table 1 Theoretical reflection of differences between healthcare institutions and related expectations

Organisational size

e.g. Theory of Differentiation in Organisation [67], Evolutionary model of organisation [68], High-performance work systems [69]

Regulation hypothesis: Due to higher levels of standardisation, regulation and formalisation that is associated with larger organisations [67], we expect that nurses working in larger types of organisations (i.e. hospitals) are less likely to experience autonomous and participative work than nurses working in smaller organisations (e.g. nursing homes, home care services) [69], which might also increase level of work strain and lower job satisfaction and organisational commitment [70, 71].

Resource hypothesis: Through more resources, diversification and fixed policies, we expect that larger institutions can offer more formal benefits, salary (resulting in higher satisfaction with salary) and advancement [72].

Activity type

e.g. Economisation at hospitals [15]; Job characteristics theory [73], Self-determination theory [70, 74], Social interaction model [75]

Pricing-system hypothesis: Since in Switzerland, stationary acute care is priced through flat rates per case [Diagnosis Relate Groups (DRG)] while outpatient and long-term care are priced through time fees, we expect hospital nurses to experience more alienating WCS through less care quality and more work strain [15].

Long-term care hypothesis: We expect that nurses working in stationary long-term care face specific occupational stressors (e.g. challenging patient behaviour, specific conditions related to more intensive care), and therefore—since this is connected to negative emotions and less relatedness—report more stress [70, 75]. Furthermore, we expect stress to be even higher since socio-medical institutions are especially concerned with staff shortage [76].

Outpatient hypothesis: Since outpatient nurses often work in more rural or mobile settings, we expect that nurses in outpatient or home care experience a higher degree of autonomy and participation, more rewarding patient relationships, good team climate but lower levels of advancement opportunities [77].

Ownership and goal system

e.g. Three-Sector Economy [78], Public Service Motivation [79], Self-determination theory [70]

For-profit hypothesis: Since private for-profit hospitals often focus on private patients and individual care [80] and are more likely to specialise on certain, profitable treatments [81], we expect that nurses working for private hospitals perceive more convenient environmental WCS than public hospitals, such as less stress and a better social atmosphere.

Non-profit hypothesis: Since mission-oriented work, in contrast to profit- or policy-oriented work, is associated with a more self-determined work environment and less regulations [82], we expect non-profit organisations and home care services to experience more autonomy, participation as well as more organisational commitment.

Public hypothesis: Since public organisations are policy-driven [78], offer a wider range of treatments [83] and are closer to public education and research (especially education hospitals), we expect nurses at public organisations to report more advancement opportunities.