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Abstract(s)
O presente estudo apresenta como objetivos gerais a compreensão da relação entre o conteúdo do contrato psicológico e o compromisso organizacional, bem como a relação entre o cumprimento do contrato psicológico e o compromisso organizacional. A amostra deste estudo contou com a participação de 178 colaboradores do setor público português, com idades compreendidas entre os 23 e os 64 anos. Para a recolha de dados, foi utlizado um questionário sociodemográfico. Para avaliar o conteúdo e o cumprimento do contrato psicológico, utilizouse a versão em português da escala desenvolvida por Rosseau (2000), Psychological Contract Inventory. Para medir o compromisso organizacional, foi utilizada a escala desenvolvida por Meyer e Allen em 1997, Organizational Commitment Scale. Após a recolha e análise dos dados, os resultados indicaram que, neste estudo no setor público, não foram encontradas relações significativas entre os diferentes tipos de compromisso organizacional (afetivo, normativo e calculativo) e os vários tipos de contrato psicológico, com a exceção de duas relações significativas. Essas relações incluem uma relação significativa entre o contrato psicológico balanceado e a dimensão afetiva do compromisso organizacional, bem como uma relação significativa entre o contrato psicológico de natureza transacional e o compromisso organizacional calculativo. Em relação ao cumprimento do contrato psicológico e o compromisso organizacional, foram identificadas relações significativas com o compromisso organizacional afetivo e normativo. Esses resultados têm implicações relevantes para a compreensão das relações entre o contrato psicológico e o compromisso organizacional entre os colaboradores do setor público.
This study aims to understand the relationship between the content of the psychological contract and organizational commitment, as well as the relationship between compliance with the psychological contract and organizational commitment. The sample of this study included 178 employees from the Portuguese public sector, aged between 23 and 64. For data collection, was drawn up a sociodemographic questionnaire. To assess the content and fulfillment of the psychological contract, the Portuguese version of the scale developed by Rosseau (2000), the Psychological Contract Inventory, was used. For the measurement of organizational commitment, the Organizational Commitment Scale, the scale developed by Meyer and Allen in 1997, was used. After collecting and analyzing the data, the results indicated that, in this study in the public sector, there were no significant relationships found between the different types of organizational commitment (affective, normative, and calculative) and the various types of psychological contracts, except for two significant relationships. These relationships include a significant relationship between the balanced psychological contract and the affective dimension of organizational commitment, as well as a significant relationship between the psychological contract of a transactional nature and calculative organizational commitment. About compliance with the psychological contract and organizational commitment, were identified significant relationships between affective and normative organizational commitment. These results have relevant implications for understanding the relationships between the psychological contract and organizational commitment among public sector employees.
This study aims to understand the relationship between the content of the psychological contract and organizational commitment, as well as the relationship between compliance with the psychological contract and organizational commitment. The sample of this study included 178 employees from the Portuguese public sector, aged between 23 and 64. For data collection, was drawn up a sociodemographic questionnaire. To assess the content and fulfillment of the psychological contract, the Portuguese version of the scale developed by Rosseau (2000), the Psychological Contract Inventory, was used. For the measurement of organizational commitment, the Organizational Commitment Scale, the scale developed by Meyer and Allen in 1997, was used. After collecting and analyzing the data, the results indicated that, in this study in the public sector, there were no significant relationships found between the different types of organizational commitment (affective, normative, and calculative) and the various types of psychological contracts, except for two significant relationships. These relationships include a significant relationship between the balanced psychological contract and the affective dimension of organizational commitment, as well as a significant relationship between the psychological contract of a transactional nature and calculative organizational commitment. About compliance with the psychological contract and organizational commitment, were identified significant relationships between affective and normative organizational commitment. These results have relevant implications for understanding the relationships between the psychological contract and organizational commitment among public sector employees.
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Keywords
Contrato psicológico Conteúdo do contrato psicológico Cumprimento do contrato psicológico Compromisso organizacional Setor público português Psychological contract Psychological contract content Psychological contract fulfillment Organizational commitment Portuguese public sector