Efecto de la violación del contrato psicológico y el agotamiento emocional sobre el cinismo del empleado
DOI:
https://doi.org/10.1016/j.estger.2017.04.002Palabras clave:
Violación del contrato psicológico, Agotamiento emocional, Cinismo del empleado, Industria maquiladoraResumen
El contrato psicológico es relevante para comprender el comportamiento y el bienestar de los trabajadores. Esta investigación analiza el efecto de la violación del contrato psicológico sobre el cinismo del empleado a través de la mediación del agotamiento emocional. Para ello se realizó una investigación cuantitativa, empírica y transversal a través de una encuesta personal a personal operativo que labora en el sector automotriz de empresas maquiladoras de exportación localizadas en Ciudad Juárez, Chihuahua, México. Mediante un análisis de ecuaciones estructurales se encontró que la violación del contrato psicológico afecta de forma directa e indirecta sobre el cinismo del empleado, a través de la mediación del agotamiento emocional.
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Referencias
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Bakker, A., Demerouti, E. y Euwena, M. C. (2005). Job resources buffer the impact of job demands on burnout. Journal of Occupational Health Psychology, 10(2), 170–180. http://dx.doi.org/10.1037/1076-8998.10.2.170
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Blomme, R. J., van Rheede, A. y Tromp, D. M. (2010). The use of the psychological contract to explain turnover intentions in the hospitality industry: A research study on the impact of gender on the turnover intentions of highly educated employees. International Journal of Human Resource Management, 21(1), 144–162. http://dx.doi.org/10.1080/09585190903466954
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Chiaburu, D. S., Peng, A. C., Oh, I.-S., Banks, G. C. y Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83, 181–197. http://dx.doi.org/10.1016/j.jvb.2013.03.007
Chin, W. W. (1998). The partial least squares approach of structural equation modeling. En G. A. Marcoulides (Ed.), Modern Methods for Business Research. Mahwah, NJ: Lawrence Erlbaum Associates, 295-233.
Cole, M. S., Bruch, H. y Vogel, B. (2006). Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism. Journal of Organizational Behavior, 27(4), 463–484.
Cortés, Y. S. (2015). Mujeres trabajadoras de maquiladoras en Ciudad Juárez, Chihuahua y Ciudad Victoria, Tamaulipas, México. Un análisis comparativo de sus condiciones laborales. Sinapsis - Revista de Investigación de la Escuela de Administración y Mercadotecnia del Quindío EAM, 7(7), 218–232.
Cox, J. C. y Pino, N. D. (2010). Cinismo y comportamiento organizacional: Una relación dialéctica. Revista Iberoamericana de Psicología: Ciencia y Tecnología, 3(2), 7–16.
Cropanzano, R., Rupp, D. E. y Byrne, Z. S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology, 88(1), 160–169.
Dean, J. W., Brandes, P. y Dharwadkar, R. (1998). Organizational cynicism. The Academy of Management Review, 23(2), 341–352.
Demerouti, E., Bakker, A., Nachreiner, F. y Schaufeli, W. (2001). The job demandsresources model of burnout. Journal of Applied Psychology, 86(3), 499–512.
Dotun, F. O., Nneka, A. A. y Akinlolu, A. A. (2013). Job burnout and intention to quit: An empirical study of the Nigeria Police. International Journal of Business & Economic Development, 1(3), 25–36.
Enciso, G., Maskaly, J. y Donner, C. (2017). Organizational cynicism in policing: Examining the development and growth of cynicism among new police recruits. Policing: An International Journal of Police Strategies & Management, 40(1), 86–98.
Feldman, D. C. (2000). The Dilbert syndrome: How employee cynicism about ineffective management is changing the nature of careers in organizations. American Behavioral Scientist, 43(8), 1286–1300. http://dx.doi.org/10.1177/ 00027640021955865
Fornell, C. y Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Gardner, D. G., Huang, G.-H., Niu, X., Pierce, J. L. y Lee, C. (2015). Organization-based self-esteem, psychological contract fulfillment, and perceived employment opportunities: A test of self-regulatory theory. Human Resource Management, 54(6), 933–953. http://dx.doi.org/10.1002/hrm.21648
González, E. L. y Barajas, M. D. R. (2004). Los procesos de aprendizaje en la industria electrónica maquiladora. ¿Una senda predefinida? En J. Carrillo y R. Partida (Eds.), La industria maquiladora mexicana: aprendizaje tecnológico, impacto regional y entornos institucionales. Tijuana, B.C.: El Colegio de la Frontera Norte.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161–178. http://dx.doi.org/10.2307/2092623
Gracia, F. J., Silla, I., Peiró, J. M. y Fortes, L. (2006). El estado del contrato psicológico y su relación con la salud psicológica de los empleados. Psicothema, 18(2), 256–262.
Hair, J., Bush, R. y Ortinau, D. J. (2010). Investigación de mercados en un ambiente de información digital. México D.F.: McGrawHill.
Henseler, J., Ringle, C. M. y Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. Advances in International Marketing, 20, 277–319.
Herda, D. N. y Lavelle, J. J. (2012). The auditor-audit firm relationship and its effect on burnout and turnover intention. Accounting Horizons, 26(4), 707–723.
INEGI (2007). Estadísticas Económicas Industria Maquiladora de Exportación. Instituto Nacional de Estadística, Geografía e Informática [consultado 7 Dic 2016]. Disponible en: http://www.inegi.org.mx/prodserv/contenidos/espanol/bvinegi/productos/continuas/economicas/maquiladora/ime/ime.pdf
Johnson, J. L. y O’Leary, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627–647.
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2017-06-14
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Efecto de la violación del contrato psicológico y el agotamiento emocional sobre el cinismo del empleado. (2017). Estudios Gerenciales, 33(143), 124-131. https://doi.org/10.1016/j.estger.2017.04.002
