<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0186-1042</journal-id>
<journal-title><![CDATA[Contaduría y administración]]></journal-title>
<abbrev-journal-title><![CDATA[Contad. Adm]]></abbrev-journal-title>
<issn>0186-1042</issn>
<publisher>
<publisher-name><![CDATA[Universidad Nacional Autónoma de México, Facultad de Contaduría y Administración]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0186-10422022000200007</article-id>
<article-id pub-id-type="doi">10.22201/fca.24488410e.2022.3123</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Hacia un modelo de relaciones de intercambio psicosocial en las organizaciones: evaluación de la dinámica entre contrato psicológico, percepción de apoyo-traición organizacional, burnout e intención de renuncia]]></article-title>
<article-title xml:lang="en"><![CDATA[Toward a model of psychosocial exchange relations in organizations: Assessing the dynamics between psychological contract, perceived organizational support-betrayal, burnout, and intention to resign]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Martínez-Mejía]]></surname>
<given-names><![CDATA[Emmanuel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Alcover]]></surname>
<given-names><![CDATA[Carlos-María]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Uribe Prado]]></surname>
<given-names><![CDATA[Jesús Felipe]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional Autónoma de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Rey Juan Carlos  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2022</year>
</pub-date>
<volume>67</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S0186-10422022000200007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S0186-10422022000200007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S0186-10422022000200007&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El objetivo de este estudio fue evaluar dos modelos Path considerando el contrato psicológico y la percepción de apoyo/traición organizacional, como predictores del burnout y la intención de renuncia. Participaron 353 trabajadores en la Ciudad de México. Los dos modelos mostraron índices de ajuste aceptable: 1) En el modelo de relación de intercambio psicosocial saludable, si los empleadores proporcionan: a) capacitación y ayuda, b) lealtad y apoyo, c) desarrollo y d) seguridad laboral; aumentará el rendimiento, y disminuirá el burnout y las intenciones de renuncia; 2) En el modelo de relación de intercambio de riesgo psicosocial cuando los empleadores: a) disminuyen la calidad de vida laboral, b) generan desconfianza y traición, c) limitan al trabajador, y d) disminuyen garantías laborales; generarán desesperanza y desconfianza en el trabajador, aumentando el burnout y las intenciones de renuncia. Las organizaciones deben considerar el efecto de la dinámica de la relación empleador-empleado sobre la salud psicosocial de los trabajadores.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The aim of the study was to evaluate two Path models considering the psychological contract and the perception of organizational support/betrayal, as predictors of burnout and turnover intentions. 353 workers in Mexico City participated. Both models showed acceptable fit index: 1) In a healthy psychosocial exchange relationship, if employers provide: a) training and help, b) loyalty and support, c) development and d) job security; it will increase performance and permanence, and decrease burnout and turnover intentions; 2) In a psychosocial risk exchange relationship when employers: a) reduce the quality of work life, b) generate distrust and betrayal, c) limit the worker, and d) reduce job guarantees; they will generate hopelessness and mistrust in the worker, increasing burnout and turnover intentions. Organizations must consider the effect of the dynamics of the employer-employee relationship on workers psychosocial health.]]></p></abstract>
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<kwd lng="es"><![CDATA[J5]]></kwd>
<kwd lng="es"><![CDATA[J8]]></kwd>
<kwd lng="es"><![CDATA[M54]]></kwd>
<kwd lng="es"><![CDATA[teoría del intercambio social]]></kwd>
<kwd lng="es"><![CDATA[burnout]]></kwd>
<kwd lng="es"><![CDATA[riesgos psicosociales]]></kwd>
<kwd lng="es"><![CDATA[salud psicosocial]]></kwd>
<kwd lng="es"><![CDATA[intención de renuncia]]></kwd>
<kwd lng="en"><![CDATA[J24]]></kwd>
<kwd lng="en"><![CDATA[J28]]></kwd>
<kwd lng="en"><![CDATA[J5]]></kwd>
<kwd lng="en"><![CDATA[J8]]></kwd>
<kwd lng="en"><![CDATA[M54]]></kwd>
<kwd lng="en"><![CDATA[social exchange theory]]></kwd>
<kwd lng="en"><![CDATA[burnout]]></kwd>
<kwd lng="en"><![CDATA[psychosocial risks]]></kwd>
<kwd lng="en"><![CDATA[psychosocial health]]></kwd>
<kwd lng="en"><![CDATA[turnover intention]]></kwd>
</kwd-group>
</article-meta>
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