O Contrato Psicol?gico e a Influ?ncia do Tipo de V?nculo: empenhamento na carreira e commitment organizacional

• Autor(a) principal: Oliveira, Liliana Silva
• Data de Publicação: 2011
• Outros Autores: Marques, Carlos (Orientador)
• Tipo de documento: Dissertação
• Idioma: por
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://repositorio.ismt.pt/handle/123456789/638
• topic: Contrato psicol?gico - Psychological contract; Tipo de v?nculo - Contractual bond; Empenhamento na carreira - Career commitment; Commitment organizacional - Organizational commitment

As transforma??es nas rela??es contratuais e na liga??o psicol?gica do indiv?duo ? organiza??o motivaram a realiza??o do presente estudo. Os seus objectivos centrais consistiram em, por um lado, analisar a influ?ncia do tipo de v?nculo na forma??o do Contrato Psicol?gico dos indiv?duos com a organiza??o e, por outro lado, compreender a rela??o do Contrato Psicol?gico com o Empenhamento na Carreira e com o Commitment Organizacional, e o que poder? distinguir estas rela??es. A metodologia apoiou-se num question?rio, aplicado a uma amostra de 102 profissionais com v?nculos de trabalho est?veis e inst?veis, de diferentes organiza??es, ramos profissionais e sectores de actividade. A amostra ? proporcional e representativa. (a) Os resultados demonstram que os profissionais prestadores de servi?o s?o o ?nico caso em que o tipo de v?nculo tem influ?ncia significativa sobre a forma??o do Contrato Psicol?gico, percepcionando uma liga??o transaccional com a organiza??o. (b) Em contrapartida, provam que uma maior ou menor estabilidade contratual n?o tem influ?ncia significativa sobre os Contratos Psicol?gicos relacional ou equilibrado. (c) Os resultados sugerem ainda que o Contrato Psicol?gico est? mais directamente relacionado com o Empenhamento na Carreira do que com o Commitment Organizacional. O Contrato Psicol?gico apresenta correla??es fortes com o Empenhamento na Carreira e a consequente utiliza??o de comportamentos individuais de Gest?o de Carreira, sendo esta mais significativa nas liga??es psicol?gicas de tipo equilibrado e relacional. No que respeita ao Commitment Organizacional, este n?o apresenta rela??o significativa com o Contrato Psicol?gico mas verificamos a exist?ncia de focus de Commitment Organizacional. Os resultados comprovam que o Contrato Psicol?gico se correlaciona com a sua dimens?o normativa. As conclus?es evidenciam o incremento das rela??es transaccionais, motivadas pela menor durabilidade dos v?nculos e o desenvolvimento de reduzidas expectativas na rela??o com a organiza??o e para o car?cter individual e circunstancial das liga??es psicol?gicas, que j? n?o obedecem a um padr?o tipo. Perante cen?rios de grande instabilidade, independentemente do Contrato Psicol?gico estabelecido, a preocupa??o com a Carreira ganha relev?ncia. Os profissionais actuais tendem a transferir a preocupa??o com o v?nculo e a seguran?a no emprego para quest?es de carreira, seguran?a de empregabilidade e sucesso psicol?gico. Observa-se que a lealdade ? organiza??o ? na maior parte dos casos transferida para a lealdade ? carreira. / Transformations in contractual relationships and in the psychological connection of an individual to an organization have motivated the execution of the present study. The main objectives of this study were, on the one hand, to analyze the influence of the type of contractual bond in the shaping of the psychological contract of individuals with an organization, and, on the other hand, to understand the relationship between the psychological contract, the career commitment and the organizational commitment, to understand subsequently what may distinguish these relationships. The methodology was supported by a questionnaire, which was applied to a sample of 105 professionals with both stable and unstable contractual bonds in different organizations, professional lines of business and activity sectors. The sample is proportional and representative. (a) The results demonstrate that service providing professionals are the only case in which the type of contractual bond has a significant influence on the shaping of a psychological contract, perceived as a transactional connection with the organization. (b) On the other hand a higher or lower contractual stability has no significant influence or relationship with the psychological contract, relational or balanced. (c) The results also suggest that the psychological contract is more directly related to career commitment than to organizational commitment. The psychological contract shows a strong correlation with the career commitment and the consequent use of the individual behaviour of Career Management, with the latter being more significant to a balanced and relational type of psychological connection. In regard to Organizational Commitment, this presents no significant relationship with the psychological contract but the focus on the organizational commitment is verified. The results also show that the psychological contract is correlated with its normative dimension. The increase in transactional relationships are evident. This is driven by reduction of the durability of contractual bonds and the development of reduced expectations in relation to the organization and the individual character and circumstance of the psychological connections, which no longer conform to a standard type. Scenarios of great instability, regardless of the psychological contract established, cause the concern with career to gain relevance. Current professionals tend to transfer their concerns about contractual bonds and job security to career issues, job security and psychological success. It can also be seen that loyalty to the organization is, in most cases, transferred to loyalty to the career.