Herrera Juan, De Las Heras-Rosas Carlos
Department of Economics and Business Administration, Universidad de Málaga, Málaga, Spain.
Front Psychol. 2021 Jan 14;11:609211. doi: 10.3389/fpsyg.2020.609211. eCollection 2020.
Business organizations in their work environment, aspire to create a high level of performance and low levels of absenteeism and turnover. Organizational commitment is considered a key factor in achieving this objective, however, it can be conditioned by several factors, among which is the psychological contract. The literature has related the organizational commitment with the fulfillment of the psychological contract framing it as one of the explanatory variables. This work aims to investigate research trends on psychological contract and organizational commitment. For this purpose, bibliometric techniques and the software SciMAT have been used. 220 journal articles indexed in Web of Science (WoS) were analyzed. The findings indicate that the theme chosen for this review is valid. Based on the relationship between the two concepts, as the most recurrent themes, issues such as the sense of justice and the consequences of the violation of the psychological contract, normative commitment, HR management or job insecurity are addressed. However, in the last period analyzed (2015-2018), publications related to more sensitive topics to the present time emerge, such as the employability or the impact of these two concepts in the new generations (millennial and generation-Y) or the retention of talent. On the other hand, shortcomings are detected in the research on the ideologically charged psychological contract, the analysis of the organizational context or cultural and demographic factors in relation to both theoretical constructs. The contribution of this work lies in giving visibility to scientific results, which will serve business organizations as instruments for decision making in their labor management and, for the scientific community, as knowledge of the research spaces to explore.
商业组织在其工作环境中，渴望创造高水平的绩效以及低缺勤率和低人员流动率。组织承诺被视为实现这一目标的关键因素，然而，它可能受到多种因素的制约，其中包括心理契约。文献将组织承诺与心理契约的履行联系起来，并将其视为解释变量之一。这项工作旨在研究心理契约和组织承诺的研究趋势。为此，使用了文献计量技术和SciMAT软件。对Web of Science（WoS）索引的220篇期刊文章进行了分析。研究结果表明，本综述所选择的主题是有效的。基于这两个概念之间的关系，作为最常出现的主题，讨论了诸如公平感、心理契约违背的后果、规范承诺、人力资源管理或工作不安全感等问题。然而，在分析的最后一个时期（2015 - 2018年），出现了与当前更敏感主题相关的出版物，例如就业能力、这两个概念对新一代（千禧一代和Y一代）的影响或人才保留。另一方面，在关于带有意识形态色彩的心理契约、组织背景分析或与这两个理论结构相关的文化和人口因素的研究中发现了不足之处。这项工作的贡献在于使科学成果得到关注，这将为商业组织在其劳动力管理中作为决策工具，也为科学界作为探索研究领域的知识。
