Organizational Commitment: Longitudinal Study in a Public Higher Education Organization

Abstract

Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. JEFFERsoN lopEs la FalCEUniversidade FUMEC, Belo Horizonte -MG -Brazil. KElY CÉsaR MaRTINs DE paIVaUniversidade Federal de Minas Gerais (UFMG), Belo Horizonte -MG -Brazil. CRIsTIaNa FERNaNDEs DE MuYlDERUniversidade FUMEC, Belo Horizonte -MG -Brazil. MaRTa MaRIa Dos saNTos MoRaIs10.1590/1678-69712017/administracao.v18n6p124-148 Submission: May 5, 2017. acceptance: aug. 2, 2017. Evaluation system: double-blind review. universidade presbiteriana Mackenzie (upM). silvio popadiuk (Editor-in-chief), Fabiano larentis (associate editor), p. 124-148.Organizational Commitment: longitudinal study in a public higher-education organization originality/value: Although the study of commitment is frequent in academia when a national article base (Spell) and another international study (Scopus) were found, no longitudinal study was found. In this direction, monitoring the commitment for periods of time takes peculiar contours, since the type of work performed within an organization, considering possible management changes, tends to be to establish different links between workers.Design/methodology/approach: The research was descriptive with a methodological triangulation using a case study. It is possible to analyze quantitatively and qualitatively the understanding of the affection in the bases: effective, calculative and normative, according to Meyer and Allen model (1991). Findings:The results indicated a reduction of the effective commitment in the second year of research, and could be related to the change of position of the new direction and, still can verify qualitative and quantitative concerning the change of organizational commitment in the researched years.

Human Resources Practices and Organizational Commitment: Connecting the Constructs in a Public Organization

“…It should be pointed out the low level of agreement with the possibilities of career development, due to the belief that the promotion system practiced by the company is not perceived as fair. The results found by the research revealed a high degree of affective commitment of employees towards the company, contrary to the result found by the study carried out by La Falce et al (2017), when the authors argued that affective commitment research had suffered a decrease. The findings also differed from foreign and national studies, given that they include normative commitment as a dimension that accompanies the affective commitment in the influence relationship they suffer from human resources practices.…”

“…Among these, it can be highlighted the practices (career, security, compensation, performance evaluation, training and development, benefits, communication, participation in decisions) that reflect the human forces directed to the productive, managerial and strategic activities of an organization with a view to the demands required by complex and competitive environments (Collins & Clark, 2003;Zavyalova, Kosheleva, & Ardichvili, 2011;Darwish, 2013;Mithchell, Obeidat, & Bray, 2013;Tian, Cordery, & Gamble, 2016;Vermeeren, 2017;Katou, 2017;Krishnaveni & Monica, 2018). In addition, studies reveal that higher levels of commitment also lead to satisfactory performance (Riketta, 2002;Jaramillo, Mulki, & Marshall, 2005;Susanty & Miradipta, 2013;Araújo & Lopes, 2014;Maia & Bastos, 2015;Jesus & Rowe, 2015;Rocha & Honório, 2015;La Falce, Paiva, Muylder, & Morais, 2017).…”

Evidence of the relationship between budgetary participation, organizational commitment and managerial performance

“…Changes in the workplace have increased competitiveness and brought about changes in working relationships and the way people are managed. One of these changes refers to organizational commitment, having the following bases: the acceptance of the organization's objectives; the perception of the feeling of loyalty and obligation towards the organization, intending to understand individuals and how to leverage their commitment to the organization (Falce et al, 2017). Therefore, from Table 1, it can be observed that organizational commitment is an important variable to be considered in the relationship between budgetary participation and managerial performance, as organizational commitment and managerial performance are significant at the level of 1%.…”

Percepção dos professores e alunos sobre a relação entre o comprometimento organizacional e os resultados da avaliação institucional

“…Estas instituições são instrumentos de renovação e mudança e, historicamente, contribuem para o avanço da cultura, ciência, tecnologia e inovação técnica e social. O grau de comprometimento organizacional dos funcionários há tempo vem sendo reconhecido como um elemento fundamental para atingir melhores desempenhos e o sucesso da organização (ARAÚJO, LOPES, 2014;MAIA, BASTOS, 2015;JESUS, ROWE, 2015;ROCHA, HONÓRIO, 2015;FALCE, et al, 2017;GUIDINI, ZONATTO, DEGENHART, 2020;KAVESKI, et al, 2021;OLIVEIRA, et. al., 2022).…”