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Publication
As respostas comportamentais à violação do contrato psicológico, relação com o clima organizacional
Advisor(s)
Abstract(s)
Este trabalho surge com o propósito de analisar o papel mediador do clima organizacional
na relação entre a percepção de violação do contrato psicológico e a opção, do trabalhador, por
comportamentos de saída, voz, lealdade e negligência. Os resultados obtidos, numa amostra
constituída por trabalhadores de uma instituição de ensino superior (N=77), vêm evidenciar que
perante a percepção de violação do contrato psicológico, os trabalhadores, contendem com
intenções de saída, negligência e diminuição da lealdade, não se verificando comportamentos de
voz. Porém, adicionando a variável clima organizacional ao modelo confirma-se o seu efeito
mediador nas relações anteriormente observadas, sendo que, um clima organizacional positivo
favorece comportamentos de lealdade e voz e sendo negativo fomenta comportamentos de
negligência e saída. Do modelo proposto ressalva-se que os trabalhadores apenas recorrem a
comportamentos de voz, como resposta à violação do contrato psicológico, quando
percepcionam um clima organizacional positivo. No actual clima de insegurança e mudança
laboral onde violações ao contrato psicológico são muitas vezes difíceis de evitar, estes
resultados vêm mostrar que podem ser potenciadas respostas mais construtivas pela promoção
de um clima organizacional mais atractivo. Limitações do presente estudo são apresentadas,
assim como, discutidas sugestões para futuras investigações.
This study is intending to analyse the mediating role that an organizational environment can have between the perception of psychological contract violation, and the individual choices of the employee be it loyalty, voice, neglecting or resignation (exit). The results from this study, in a sample of employees of a high school (N=77), show that when faced with the psychological contract violation, the employees respond with resignation attempts, neglect and reduction of loyalty, however voice behaviours are not observed. When we introduce the organizational environment in the model it is confirmed the mediator effect in the observed relationships. A positive organizational environment generates an increase of loyalty and voice behaviours, however if it’s negative stimulates neglect behaviour and resignation. The exception, in this model, is related with the voice behaviours that seem to appear only when the employees sense a positive work environment. In present times, of insecurity and change, where the psychological contract violation is quite often difficult to avoid, these results show that it is possible to develop constructive behaviours, by the promotion of an organizational environment more attractive. Limitations of the present study are presented, as well as discussion suggestions for future inquiries.
This study is intending to analyse the mediating role that an organizational environment can have between the perception of psychological contract violation, and the individual choices of the employee be it loyalty, voice, neglecting or resignation (exit). The results from this study, in a sample of employees of a high school (N=77), show that when faced with the psychological contract violation, the employees respond with resignation attempts, neglect and reduction of loyalty, however voice behaviours are not observed. When we introduce the organizational environment in the model it is confirmed the mediator effect in the observed relationships. A positive organizational environment generates an increase of loyalty and voice behaviours, however if it’s negative stimulates neglect behaviour and resignation. The exception, in this model, is related with the voice behaviours that seem to appear only when the employees sense a positive work environment. In present times, of insecurity and change, where the psychological contract violation is quite often difficult to avoid, these results show that it is possible to develop constructive behaviours, by the promotion of an organizational environment more attractive. Limitations of the present study are presented, as well as discussion suggestions for future inquiries.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção do grau de Mestre em Psicologia especialidade de Psicologia Educacional.
Keywords
Violação contrato psicológico Clima organizacional Voz Saída Lealdade Negligência Psychological contract violation Organizational environment Voice Exit Loyalty Neglect