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Percepção de suporte organizacional, leader-member exchange e cumprimento do contrato psicológico no contexto do trabalho temporário
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Esta investigação assume como enquadramento teórico a teoria da Troca Social de Blau
(1964), e pretende analisar as relações de trabalho presentes nas organizações entre esta e os
seus colaboradores e entre os trabalhadores e o supervisor directo. Como a força de trabalho
contingente é cada vez mais utilizada optámos por estudar as relações de troca dos
trabalhadores temporários, tendo-se obtido uma amostra total de 718 trabalhadores
distribuídos por três empresas localizadas em Portugal. Através de análises de regressão
obtivemos resultados que suportaram as hipóteses: 1) trabalhadores cuja percepção do apoio
organizacional é maior possuem também níveis mais elevados de LMX; 2) o LMX relacionase
positivamente com a percepção do cumprimento das obrigações por parte da organização;
3) a percepção de apoio recebido pela organização relaciona-se positivamente com a
percepção de cumprimento do contrato psicológico; e 4) a relação entre supervisor e
subordinado tem um papel mediador na relação entre a percepção do apoio recebido da
organização e a percepção do cumprimento das obrigações desta. Neste estudo discutimos as
implicações práticas dos resultados obtidos e as investigações futuras.
This research assumes Blau’s Social Exchange theory (1964) as its theoretical foundation and intends to review worker-organization and worker-supervisor employment relationships. As the contingent workforce is more and more used we have chosen to study the exchange relationships in temporary workers with a total sample of 718 employees spread across three companies located in Portugal. Through regression analysis we obtained results that supported the hypotheses: 1) workers whose perception of organizational support is greater also have a greater perception of high quality relationship with their direct supervisor; 2) LMX is positively related with the perception of organizational psychological contract fulfillment; 3) the perception of support received from the organization is positively related to the perception of psychological contract fulfillment; and 4) the relationship between supervisor and subordinate has a mediating role in the relationship between the perception of support received from the organization and the fulfillment of the obligations. In this study we discuss the practical implications of our findings and future research.
This research assumes Blau’s Social Exchange theory (1964) as its theoretical foundation and intends to review worker-organization and worker-supervisor employment relationships. As the contingent workforce is more and more used we have chosen to study the exchange relationships in temporary workers with a total sample of 718 employees spread across three companies located in Portugal. Through regression analysis we obtained results that supported the hypotheses: 1) workers whose perception of organizational support is greater also have a greater perception of high quality relationship with their direct supervisor; 2) LMX is positively related with the perception of organizational psychological contract fulfillment; 3) the perception of support received from the organization is positively related to the perception of psychological contract fulfillment; and 4) the relationship between supervisor and subordinate has a mediating role in the relationship between the perception of support received from the organization and the fulfillment of the obligations. In this study we discuss the practical implications of our findings and future research.
Descrição
Tese de mestrado, Psicologia (Psicologia dos Recursos Humanos, do Trabalho e das Organizações), Universidade de Lisboa, Faculdade de Psicologia, 2011
Palavras-chave
Contrato psicológico Trabalho temporário Suporte organizacional Teses de mestrado - 2011