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Advisor(s)
Abstract(s)
O contrato psicológico é um acordo informal estabelecido entre o indivíduo e a organização a que pertence. Conjuga as expectativas criadas pelo indivíduo articulando o que a organização lhe deve fornecer com o seu comprometimento, lealdade e trabalho. Através de processos mentais é feita uma comparação entre aquilo que é recebido e o que crê ser devido, sendo que a perceção de desequilíbrio origina uma rutura no contrato psicológico assumido com a instituição. É feita uma interpretação dos acontecimentos e das circunstâncias, que poderão gerar sentimentos negativos, conduzindo à violação do contrato psicológico com consequências para a vida pessoal e profissional.
As práticas de Gestão Estratégica de Recursos Humanos (GERH), que consideram o indivíduo como o ativo fundamental para o desenvolvimento da organização, procuram atenuar, se não mesmo prevenir, esta perceção de violação, através de uma participação e escuta ativa no processo decisório. Há um alinhamento dos objetivos, da missão e dos valores da organização com os recursos humanos que a compõem, sentindo-se estes partes da mesma e veículos transmissores da cultura organizacional.
Esta investigação, realizada com a participação dos oficiais do Comando Metropolitano do Porto (COMETPOR), focou-se na perceção do (in)cumprimento do contrato psicológico nesta unidade de estudo, e das consequências experienciadas pelos mesmos. Os resultados são indicativos da presença da perceção de rutura e, em alguns casos, da presença da perceção de violação, sendo a responsabilidade pelo incumprimento atribuída à instituição.
The psychological contract is an informal agreement established between the individual and the organization to witch he belongs. It congregates his expectations about what the organization should offer in exchange for his commitment, loyalty and work. Through mental processes the individual compares what he receives with what he thinks he should receive, and the perception of imbalance gives rise to the perception of breach in the psychological contract he maintains with the organization. The individual interprets the circumstances and the events that lead to the violation do the psychological contract with consequences for his personal and professional life. Strategic Human Resources Management practices, which consider the individual as the fundamental asset for the development of the organization, seek to mitigate, if not prevent, the perception of violation through an active participation in the decision process. There is an alignment of the objectives, mission and organizational values with the human resources, in which they feel part of it and transmit the organizational culture. This study, conducted with the participation of the officers of the COMETPOR, focused on the perception of fulfillment or unfulfillment of the psychological contract in this unit of analysis, and the consequences experienced by them. The results indicate the presence of the perception of breach and, in some cases, of the perception of violation, being the organization responsible for this outcome.
The psychological contract is an informal agreement established between the individual and the organization to witch he belongs. It congregates his expectations about what the organization should offer in exchange for his commitment, loyalty and work. Through mental processes the individual compares what he receives with what he thinks he should receive, and the perception of imbalance gives rise to the perception of breach in the psychological contract he maintains with the organization. The individual interprets the circumstances and the events that lead to the violation do the psychological contract with consequences for his personal and professional life. Strategic Human Resources Management practices, which consider the individual as the fundamental asset for the development of the organization, seek to mitigate, if not prevent, the perception of violation through an active participation in the decision process. There is an alignment of the objectives, mission and organizational values with the human resources, in which they feel part of it and transmit the organizational culture. This study, conducted with the participation of the officers of the COMETPOR, focused on the perception of fulfillment or unfulfillment of the psychological contract in this unit of analysis, and the consequences experienced by them. The results indicate the presence of the perception of breach and, in some cases, of the perception of violation, being the organization responsible for this outcome.
Description
Keywords
Contrato psicológico Rutura Violação Gestão Estratégica de Recursos Humanos