El contrato psicológico en la Administración PúblicaDerechos y obligaciones del empleado público desde su propia perspectiva

  1. Gracía Lerín, Francisco Javier
  2. Peiró Silla, José María
  3. Mañas Rodríguez, Miguel Angel
Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2007

Volumen: 23

Número: 3

Páginas: 389-418

Tipo: Artículo

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Otras publicaciones en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Resumen

This paper examines the contents and status of the psychological contract in a sample of 697 employees in a Public Administration organization. Results show that employees perceive that the organization makes promises at a moderate level (3.6 –range 1-7) and keeps them at a similar level (3.7) whereas they perceive themselves making promises and keeping them at higher levels (5.6 and 5.8 respectively). Employer promises have been found to be more diverse as compared to employee promises: three different types of promises for the employers (well being, wages, job security, and participation in decision making) and only one type for the employees –grouped into the same factor. Significant gender differences have been obtained for the employers’ perception of promise making and keeping (higher perception for males) although no differences were found in equity perception. Significant differences were also found concerning the type of contract –promises and their fulfilment concerning salary and job security are perceived higher by permanent employees whereas temporary employees perceive more equity in the relationships. Finally between- rank differences were found in well-being in the workplace, participation in decision mak- ing, the three employer fulfilment factors above mentioned, fairness and trust. Theoretical and practical implications are finally discussed.

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