El contrato psicológico y su relación con el compromiso organizacional
Contenido principal del artículo
Resumen
El compromiso organizacional es comúnmente definido como un enlace psicológico entre el empleado y la organización para la que trabaja (Kuo, 2013), este vínculo haría menos posible que el colaborador abandone voluntariamente su trabajo. El compromiso organizacional tendría relación con el comportamiento y actitudes del trabajador hacia la empresa, razón por la que es uno de los constructos más estudiados. Este articulo hara un estudio literario entre la relacion en el contrato psicológico y el compromiso organizacional.
Descargas
Detalles del artículo
Derechos de autor: Los autores que publican en la revista INNOVA Research Journal conservan los derechos de autor y garantizan a la revista el derecho de ser la primera publicación del trabajo bajo una Licencia Creative Commons, Atribución-No Comercial 4.0 International (CC BY-NC 4.0). Se pueden copiar, usar, difundir, transmitir y exponer públicamente, siempre que: a) se cite la autoría y la fuente original de su publicación (revista, editorial, URL y DOI de la obra); b) no se usen para fines comerciales; c) se mencione la existencia y especificaciones de esta licencia de uso.
Citas
Abbasi, H., & Mohammadi, S. (2013). The Relationship Between Principals'leadership Styles With Performance Of Physical Education Teachers In Secondary Schools In Western Provinces Of Iran. Asian journal of management sciences & education, 2(4), 187-193.
Ali, A. Y. S., Sidow, M. A., & Guleid, H. S. (2013). Leadership styles and job satisfaction: empirical evidence from Mogadishu universities. European Journal of Management Sciences and Economics Vol, 1(1).
Anari, N. N. (2012). Teachers: emotional intelligence, job satisfaction, and organizational commitment. Journal of Workplace Learning, 24(4), 256-269. doi:doi:10.1108/13665621211223379
Arzi, S., & Farahbod, L. (2014). The impact of leadership style on job satisfaction: A study of Iranian Hotels. Interdisciplinary Journal Of Contemporary Research In Business, 6(3), 171.
Avolio, B. J., Waldman, D. A., & Yammarino, F. J. (1991). Leading in the 1990s: The four I's of transformational leadership. Journal of European industrial training, 15(4).
Bass, B. (1988). The Inspirational Processes of Leadership. Journal of Management Development, 7(5), 21-31. doi:doi:10.1108/eb051688
Bass, B. M. (1999). Two decades of research and development in transformational leadership. European journal of work and organizational psychology, 8(1), 9-32.
Bass, B. M., & Avolio, B. J. (1990). Developing transformational leadership: 1992 and beyond. Journal of European industrial training, 14(5).
Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y. (2003). Predicting unit performance by assessing transformational and transactional leadership. Journal of applied psychology, 88(2), 207.
Cardona, P. (2000). Transcendental leadership. Leadership & Organization Development Journal, 21(4), 201-207.
Chan, S. C. H., & Mak, W. M. (2014). Transformational leadership, pride in being a follower of the leader and organizational commitment. Leadership & Organization Development Journal, 35(8), 674-690. doi:doi:10.1108/LODJ-12-09-0076
Chiu, W. Y. B., & Ng, F. F. (2015). Enhancement of organizational commitment through propensity to trust. Engineering, Construction and Architectural Management, 22(3), 272-294. doi:doi:10.1108/ECAM-04-2013-0029
Chong, M. P. M. (2012). Influence behaviors and organizational commitment: a comparative study. Leadership & Organization Development Journal, 35(1), 54-78. doi:doi:10.1108/LODJ-03-2012-0035
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human resource management review, 17(3), 336-354.
Dionne, S. D., Yammarino, F. J., Atwater, L.E., & Spangler, W. D. (2004). Transformational leadership and team performance. Journal of organizational change management, 17(2), 177-193.
Faisal, M. N., & Al-Esmael, B. A. (2014). Modeling the enablers of organizational commitment. Business Process Management Journal, 20(1), 25-46. doi:doi:10.1108/BPMJ-08-2012-0086
Farahani, M., Taghadosi, M., & Behboudi, M. (2011). An exploration of the relationship between transformational leadership and organizational commitment: The moderating effect of emotional intelligence: Case study in Iran. International Business Research, 4(4), p211.
Jain, A. K. (2015). Volunteerism and organisational culture: Relationship to organizational commitment and citizenship behaviors in India. Cross Cultural Management: An International Journal, 22(1), 116-144. doi:doi:10.1108/CCM-11-2013-0167
Jernigan III, I., Beggs, J. M., & Kohut, G. F. (2002). Dimensions of work satisfaction as predictors of commitment type. Journal of Managerial Psychology, 17(7), 564-579.
Joo, B. K., Yoon, H.J., & Jeung, C. W. (2012). The effects of core self‐evaluations and transformational leadership on organizational commitment. Leadership & Organization Development Journal, 33(6), 564-582. doi:doi:10.1108/01437731211253028
Komari, N., &Djafar, F. (2013). Work Ethics, Work Satisfaction and Organizational Commitment at the Sharia Bank, Indonesia. International Business Research, 6(12), p107.
Kuo, Y. K. (2013). Organizational commitment in an intense competition environment. Industrial Management & Data Systems, 113(1), 39-56. doi:doi:10.1108/02635571311289656
Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human resource management review, 11(3), 299-326.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Millward, L. J., & Hopkins, L. J. (1998). Psychological contracts, organizational and job commitment. Journal of Applied Social Psychology, 28(16), 1530-1556.
Moon, T.-W., Hur, W.-M., Ko, S.-H., Kim, J.-W., & Yoon, S.-W. (2014). Bridging corporate social responsibility and compassion at work: Relations to organizational justice and affective organizational commitment. Career Development International, 19(1), 49-72. doi:doi:10.1108/CDI-05-2013-0060
Politis, J. D. (2002). Transformational and transactional leadership enabling (disabling) knowledge acquisition of self-managed teams: the consequences for performance. Leadership & Organization Development Journal, 23(4), 186-197.
Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organizational behaviour: Pearson Higher Education AU.
Rosario-Hernández, E., & Millán, L. V. R. (2011). La relación entre las manifestaciones de conductas de ciudadanía organizacional con los cinco factores de la personalidad, satisfacción laboral, compromiso organizacional, justicia organizacional y contrato psicológico. Revista Puertorriqueña de Psicología, 22, 72-100.
Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements: Sage Publications.
Rousseau, D. M. (1985). Issues of level in organizational research: Multi-level and cross-level perspectives. Research in organizational behavior, 7(1), 1-37.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee responsibilities and rights journal, 2(2), 121-139.
Rowden, R. W. (2000). The relationship between charismatic leadership behaviors and organizational commitment. Leadership & Organization Development Journal, 21(1), 30-35. doi:doi:10.1108/01437730010310712
Sethuraman, K., &Suresh, J. (2014). Effective leadership styles. International Business Research, 7(9), p165.
Shepherd, J. L., & Mathews, B. P. (2000). Employee commitment: academic vs practitioner perspectives. Employee Relations, 22(6), 555-575.
Shim, H. S., Jo, Y., &Hoover, L. T. (2015). Police transformational leadership and organizational commitment: Mediating role of organizational culture. Policing: An International Journal of Police Strategies & Management, 38(4), 754-774. doi:doi:10.1108/PIJPSM-05-2015-0066
Shurbagi, A. M. A. (2014). The Relationship between Transformational Leadership Style Job Satisfaction and the Effect of Organizational Commitment. International Business Research, 7(11), p126.
Silla, J. M. P., Gracia, F. J., Ferreira, L. F., & Silla, I. (2006). El estado del contrato psicológico y su relación con la salud psicológica de los empleados. Psicothema, 18(2), 256-262.
Solanes Puchol, Á., & Martínez, Z. (2012). El Estado del contrato psicológico como determinante del compromiso organizacional y lainseguridad laboral percibida: diferencias entre indefinidos y temporales. Revista de Psicología Social Aplicada, 1(1).
Tims, M., Bakker, A. B., & Xanthopoulou, D. (2011). Do transformational leaders enhance their followers' daily work engagement? The Leadership Quarterly, 22(1), 121-131.
Verdú, F. J. P., & López, J. R. (2010). Antecedentes del compromiso organizacional: Relaciones con la estabilidad laboral, la autonomía en el puesto y las prácticas de recursos humanos. Estudios financieros. Revista de trabajo y seguridad social: Comentarios, casos prácticos: recursos humanos(323), 239-256.
Vigoda-Gadot, E. (2007). Leadership style, organizational politics, and employees' performance: An empirical examination of two competing models. Personnel Review, 36(5), 661-683.
Wang, X.-H. F., & Howell, J. M. (2010). Exploring the dual-level effects of transformational leadership on followers. Journal of applied psychology, 95(6), 1134.
Yeh, H. R. (2008). The effects of transformation leadership, organizational culture, job satisfaction on the organizational performance in the non-profit organizations.
Zayas-Ortiz, M., Rosario, E., Marquez, E., & Gruñeiro, P. C. (2015). Relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees. International Journal of Sociology and Social Policy, 35(1/2), 91-106. doi:doi:10.1108/IJSSP-02-2014-0010