Tipología de relaciones de empleo: Una propuesta integradora

• Autores: Dolores de la Rosa Navarro, Elizabeth F. Cabrera
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 24, Nº 1, 2008, págs. 81-112
• Idioma: español
• DOI: 10.4321/s1576-59622008000100005
• Títulos paralelos:
  • A typology of employment relationships: A multi-disciplinary point of view
• Enlaces
  • Texto completo
• Resumen
  • español

    La importancia que en los últimos años se ha otorgado a los recursos humanos como parte fundamental de la excelencia empresarial ha supuesto en muchos casos una mejora de las condiciones laborales tendentes a conseguir el compromiso de los trabajadores. Aunque no todos disfrutan del mismo tipo de relación de empleo, ya sea porque a la empresa no le interese desde un punto de vista de eficiencia económica, porque aquéllos realicen aporta- ciones de diferente valor a la misma o simplemente consecuencia de distintos planteamien- tos directivos a la hora de gestionar los RRHH. En cualquier caso, pensamos que la direc- ción debe definir con claridad el tipo de relación laboral que quiere establecer con los traba- jadores, por un lado, como forma de mantener la coherencia entre las distintas prácticas de RRHH y de éstas con la estrategia empresarial, y por otro, al objeto de mandar un mensaje claro a los individuos para que desarrollen expectativas realistas y no vean frustrado su con- trato psicológico. Por todo ello pensamos que es fundamental contar con una clasificación de los diferentes tipos de relaciones de empleo y con tal fin hemos analizado las tipologías señaladas por diferentes autores desde diferentes ámbitos de estudio para tratar de sinteti- zarlas en una propuesta que recoja la esencia de todas ellas.

  • English

    Over the last few years, the growing recognition of the importance of human resources for organizational excellence has led to an increased emphasis on employee loyalty.

    Nonetheless, not all employees experience the same type of employee relationship, either due to the organizations concern for economic efficiency or simply as a consequence of dif- ferent supervisory approaches to people management. In any case, we believe that organi- zations should on one hand define clearly the type of relationship they want to establish with their employees and on the other hand should make an effort to be consistent in the different human resources practices and in the organization’s strategy. This is necessary to ensure that the diverse messages individuals get, help them develop realistic expectations to lower the likelihood of perceiving a breach in their psychological contract. We have therefore reviewed the classifications of employment relationships developed by authors from different research areas in order to suggest a synthesis that combines the most impor- tant features of each.

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