El contrato psicológico y su importancia en la relación laboral
No Thumbnail Available
Date
2021-05-29
Authors
Gallego Foronda, Marta Rocío
Advisors
Arboleda Taborda, Jiovany Alberto
Editors
Journal Title
Journal ISSN
Volume Title
Publisher
Corporación Universitaria Minuto de Dios
Type
Thesis
Rights
Open Access
Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0)
Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0)
Abstract
Una relación laboral se da, aunque no exista un contrato de trabajo que lo especifique, esta nace desde que inicia la prestación del servicio. La inexistencia de un contrato de trabajo no libera a las partes de sus deberes y derechos. Sin embargo, el actual modelo económico ha cambiado las bases de la relación tradicional empresa-trabajador, aspectos tales como los sociales, laborales, cognitivos, comportamentales y emocionales inciden en el desarrollo de las organizaciones y las relaciones laborales que se dan dentro de las mismas. Desde la perspectiva de los diferentes cambios que sufre la gestión del factor humano en las organizaciones, resultan significativas las transformaciones en las relaciones laborales, es allí entonces donde el Contrato Psicológico surge como un concepto que puede considerarse complementario al contrato laboral. En este contexto entonces, es donde el Contrato Psicológico se considera determinante de la conducta en las organizaciones. Así mismo, el surgimiento de nuevas relaciones laborales ha propiciado la evolución del concepto de Contrato Psicológico, desde los primeros teóricos que lo conceptualizaron hasta la más reciente revisión y redefinición adaptada a las condiciones y realidades de hoy. Esta investigación busca resaltar la importancia del Contrato Psicológico en las relaciones laborales. Las percepciones, expectativas, creencias, conocimientos, comportamientos, experiencias y actitudes por parte del empleador o por parte del trabajador, pueden comprometer de manera significativa esta relación. Dentro de este marco ha de considerarse entonces, que el Contrato Psicológico puede definirse como una herramienta para mejorar la dinámica entre la empresa y el trabajador.
An employment relationship occurs, although there is no specific employment contract, it arises from the beginning of the provision of the service. The non-existence of an employment contract does not release the parts from their duties and rights. However, the current economic model has changed the foundations of the traditional company-worker relationship, aspects such as social, labor, cognitive, behavioral and emotional affect the development of organizations and the labor relations that occur within them. From theperspective of the different changes that the management of the human factor in organizations undergoes, the transformations in laborrelations are significant, it isthere then that the Psychological Contract emerges as a concept that can be considered complementary to the labor contract. In this context, then, is where the Psychological Contract is considered a determinant of behavior in organizations. Likewise, the emergence of new labor relations has led to the evolution of the concept of Psychological Contract, from the first theorists who conceptualized it to the most recent revision and redefinition adapted to the conditions and realities of today. This research seeks to highlight the importance of the Psychological Contract in labor relations. The perceptions, expectations, beliefs, knowledge, behaviors, experiences and attitudes on the part of the employer or the worker, can significantly compromise this relationship. Within this framework, it must be considered, then, that the Psychological Contract can be defined as a tool to improve the dynamics between the company and the worker.
An employment relationship occurs, although there is no specific employment contract, it arises from the beginning of the provision of the service. The non-existence of an employment contract does not release the parts from their duties and rights. However, the current economic model has changed the foundations of the traditional company-worker relationship, aspects such as social, labor, cognitive, behavioral and emotional affect the development of organizations and the labor relations that occur within them. From theperspective of the different changes that the management of the human factor in organizations undergoes, the transformations in laborrelations are significant, it isthere then that the Psychological Contract emerges as a concept that can be considered complementary to the labor contract. In this context, then, is where the Psychological Contract is considered a determinant of behavior in organizations. Likewise, the emergence of new labor relations has led to the evolution of the concept of Psychological Contract, from the first theorists who conceptualized it to the most recent revision and redefinition adapted to the conditions and realities of today. This research seeks to highlight the importance of the Psychological Contract in labor relations. The perceptions, expectations, beliefs, knowledge, behaviors, experiences and attitudes on the part of the employer or the worker, can significantly compromise this relationship. Within this framework, it must be considered, then, that the Psychological Contract can be defined as a tool to improve the dynamics between the company and the worker.
Description
Identificar la importancia del Contrato Psicológico en la relación laboral.
Keywords
Vinculación laboral, Contrato de trabajo, Contrato psicológico, Labor Relationship, Employment Contract, Psychological Contract