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Publication
Da quebra e violação do contrato psicológico ao desvio no trabalho: O papel do cinismo organizacional
Advisor(s)
Abstract(s)
Num contexto organizacional cada vez mais exigente e imprevisível, compreender os fatores que influenciam os comportamentos dos colaboradores torna-se essencial para promover ambientes de trabalho mais saudáveis e produtivos. Neste contexto, o presente estudo pretende perceber a relação entre a quebra e violação do contrato psicológico e os comportamentos desviantes no local de trabalho, considerando o cinismo organizacional como mediador desta relação. A literatura demonstra que a perceção de injustiça e a falta de reciprocidade na relação empregador-empregado promovem atitudes cínicas, que, por sua vez, aumentam a predisposição para comportamentos desviantes. Embora existam estudos sobre o impacto da quebra do contrato psicológico e dos comportamentos desviantes, poucos analisam o papel mediador do cinismo organizacional nessa relação, especialmente no contexto português. Foi recolhida uma amostra por conveniência (n=424) de trabalhadores português. Os resultados revelam que todas as dimensões em estudo estão significativamente associadas, com valores abaixo do ponto central da escala. Confirma-se ainda mediações do cinismo nas relações entre a quebra e a violação do contrato psicológico com os comportamentos desviantes interpessoais e organizacionais. Esta investigação aprofunda o conhecimento sobre os mecanismos subjacentes às respostas negativas dos colaboradores, reforçando o papel explicativo do cinismo organizacional e destacando a importância de práticas que promovam confiança, comunicação e alinhamento de expetativas na relação empregador-empregado.
In an increasingly demanding and unpredictable organisational context, understanding the factors that influence employee behaviour is essential to promoting healthier and more productive work environments. In this context, the present study aims to understand the relationship between the breach and violation of the psychological contract and deviant behaviour in the workplace, considering organisational cynicism as a mediator of this relationship. The literature shows that the perception of injustice and lack of reciprocity in the employer-employee relationship promotes cynical attitudes, which, in turn, increase the predisposition to deviant behaviour. Although there are studies on the impact of the breach of the psychological contract and deviant behaviour, few analyse the mediating role of organisational cynicism in this relationship, especially in the Portuguese context. A convenience sample (n=424) of Portuguese workers was collected. The results reveal that all dimensions under study are significantly associated, with values below the midpoint of the scale. Mediations of cynicism in the relationships between the breach and violation of the psychological contract with interpersonal and organisational deviant behaviours are also confirmed. This research deepens our understanding of the mechanisms underlying employees' negative responses, reinforcing the explanatory role of organisational cynicism and highlighting the importance of practices that promote trust, communication and alignment of expectations in the employer-employee relationship.
In an increasingly demanding and unpredictable organisational context, understanding the factors that influence employee behaviour is essential to promoting healthier and more productive work environments. In this context, the present study aims to understand the relationship between the breach and violation of the psychological contract and deviant behaviour in the workplace, considering organisational cynicism as a mediator of this relationship. The literature shows that the perception of injustice and lack of reciprocity in the employer-employee relationship promotes cynical attitudes, which, in turn, increase the predisposition to deviant behaviour. Although there are studies on the impact of the breach of the psychological contract and deviant behaviour, few analyse the mediating role of organisational cynicism in this relationship, especially in the Portuguese context. A convenience sample (n=424) of Portuguese workers was collected. The results reveal that all dimensions under study are significantly associated, with values below the midpoint of the scale. Mediations of cynicism in the relationships between the breach and violation of the psychological contract with interpersonal and organisational deviant behaviours are also confirmed. This research deepens our understanding of the mechanisms underlying employees' negative responses, reinforcing the explanatory role of organisational cynicism and highlighting the importance of practices that promote trust, communication and alignment of expectations in the employer-employee relationship.
Description
Dissertação de Mestrado apresentada no Ispa – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Quebra do Contrato Psicológico Violação do Contrato Psicológico Comportamentos Desviantes Cinismo Organizacional Breach of Psychological Contract Violation of Psychological Contract Deviant Behaviour and Organisational Cynicism