Espiritualidade nas organizações e comprometimento organizacional

Regos, Arménio; Cunha, Maria Claudia; Souto, Solange

doi:10.1590/s1676-56482007000200003

Cited by 38 publications

(66 citation statements)

References 37 publications

(10 reference statements)

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“…The factorial analysis resulted in three elements. Those adapted from Meyer and Allen [18] and Rego et al [19] remained within the same concepts, which contributed for the construction of the concept of inter-engagement. The percentage of explained variance was 63.63%, which means that the variables chosen and the resulting factors can explain 63.63% of the inter-organizational commitment.…”

Section: Discussionmentioning

confidence: 99%

“…In order to measure interorganizational commitment we used the 7-item scale developed by Meyer and Allen [18], which was translated and applied in Brazil by Rego et al [19]. Before formal survey, we ran a pre-test with fifteen members of the network.…”

Section: Methodsmentioning

confidence: 99%

“…In this study, we consider three components of organizational commitment: (i) affective commitment: related to peoples' emotional involvement and their identification with the organization, (ii) continuance commitment: related to perceived costs of leaving the organization; (iii) normative commitment: related to the feeling of obligation to remain in the organization [18] [19].…”

Section: Theoretical Backgroundmentioning

confidence: 99%

See 2 more Smart Citations

Territories as Collaborative Networks: Concepts and Elements of Commitment

Sarate

Macke

2015

Risks and Resilience of Collaborative Networks

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Abstract. The present study aims at analyzing a territory according to collaborative network concepts. It highlights the degree of members' commitment with a collaborative project. The research was conducted in a collaborative network in southern Brazil. The quantitative survey highlighted the three dimensions of commitment: continuance, affective and normative. Affective commitment was the most significant for the continuation of the collaborative network project. The research provides practical and academic contributions and demonstrates how collaborative processes can depend on a territory's specific resources.

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Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Theoretical Backgroundmentioning

confidence: 99%

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Territories as Collaborative Networks: Concepts and Elements of Commitment

Sarate

Macke

2015

Risks and Resilience of Collaborative Networks

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“…The employee sees the company as a source of income, where the exchange between work and financial reward takes place (Powell and Meyer, 2004). Rego, Cunha and Souto (2007) point out that committed employees who fit into the instrumental dimension will not show a performance that is much above the minimum required due to feelings of dissatisfaction, injustice or even inability to develop their full potential by imposing third parties.…”

Section: Organizational Commitmentmentioning

confidence: 99%

Relação do comprometimento organizacional e da satisfação no trabalho de funcionários públicos municipais

2017

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This study aims to analyze the relationship between organizational commitment and job satisfaction among civil servants of city halls. The theoretical platform that was used to approach organizational commitment was based on the model of Meyer and Allen (1991), validated in Brazil by Medeiros and Enders (1998). Regarding job satisfaction, the construct of Siqueira (1995 was used. For research development, the quantitative approach was chosen, being the data collected using research instruments derived from scales validated for these constructs. The methods used in the comparison of averages were t test and Anova, and in the evaluation of relationships, exploratory and confirmatory factor analyses and structural equation modeling. The associations between the constructs showed that affective dimension of commitment shows a significant relation with satisfaction. In the same way, but with a negative relation, the normative dimension also shows relation with job satisfaction, indicating the higher the normative commitment of employees, the lower their satisfaction. As for the instrumental dimension, there was no relation with satisfaction. The results showed that civil servants of city halls feel satisfied when they are affectively committed and dissatisfied if their commitment is only to comply with norms. Keywords: organizational commitment; job satisfaction; city halls. Relação do comprometimento organizacional e da satisfação no trabalho de funcionários públicos municipaisA presente pesquisa teve como objetivo analisar a relação que existe entre o comprometimento organizacional e a satisfação no trabalho nos funcionários de prefeituras municipais. Em relação a plataforma teórica que abordou o comprometimento organizacional utilizou-se o modelo de Meyer e Allen (1991), validado no Brasil por Medeiros e Enders (1998). E ainda, para a satisfação no trabalho empregou-se o constructo de Siqueira (1995. No desenvolvimento optou-se pela abordagem quantitativa, sendo os dados coletados com instrumentos de pesquisa derivados das escalas validadas para esses constructos. Os métodos usados na comparação de médias foram teste t e Anova, e para avaliar as relações análise fatorial exploratória, confirmatória e modelagem em equações estruturais. As associações entre os constructos mostraram que o comprometimento na dimensão afetiva se relaciona significativamente com a satisfação. Do mesmo modo, mas com uma relação negativa, a dimensão normativa também se relaciona, indicando que os funcionários mais comprometidos normativamente são os que estão menos satisfeitos. Quanto à dimensão instrumental não se verificou relacionamento com a satisfação. Os resultados obtidos evidenciaram que os funcionários municipais se sentem satisfeitos ao estarem afetivamente comprometidos e insatisfeitos se o seu comprometimento for apenas para cumprir as normas. Palavras-chave: comprometimento organizacional; satisfação no trabalho; prefeituras. 948Compromiso organizacional y satisfacción en el trabajo: un estudio con funcionarios del gobierno ...

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“…Outros estudos indicam que os gestores pensam que, pelas maiores dificuldades em se conseguir um emprego, as PcD são mais comprometidas com o trabalho; ou, então, os gestores apresentam dúvidas em relação ao vínculo das PcD com o trabalho, isto é, não sabem se o compromisso que elas têm com o trabalho se diferencia do das demais pessoas (Carvalho-Freitas, 2009, Carvalho-Freitas, & Marques, 2010 (Rego, Cunha, & Souto, 2007). De maneira diferente, segundo esses pesquisadores, as pessoas que possuem altos níveis de comprometimento instrumental, possivelmente, não se disponibilizam a dar à organização mais do que aquilo a que estão obrigadas e, assim, permanecem na instituição porque precisam.…”

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Comprometimento organizacional e qualidade de vida no trabalho para pessoas com e sem deficiência

Carvalho‐Freitas

Silva

Farias³

et al. 2013

Psico-USF

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ResumoEsta pesquisa buscou verificar se o comprometimento organizacional e a satisfação com aspectos relacionados à qualidade de vida no trabalho apresentam resultados significativamente diferentes entre pessoas com (PcD) e sem deficiência (PsD). Participaram do estudo 150 trabalhadores, dos quais 75 com e 75 sem deficiência. Os grupos foram emparelhados conforme a função desempenhada e a organização de trabalho. Os instrumentos utilizados foram: Questionário de Comprometimento e de Qualidade de Vida no Trabalho. As respostas foram analisadas quantitativamente. Os resultados permitiram verificar que as PcD têm resultados de satisfação com fatores relacionados ao contexto de trabalho e de comprometimento similares aos das demais pessoas. No entanto, quando possuir uma deficiência se associa a condições sociais de desvantagem (menor renda familiar e primeiro emprego) e ao fato de ser do sexo masculino, as pessoas com deficiência tendem a ter um maior comprometimento instrumental. Palavras-chave: Comprometimento organizacional, Qualidade de vida no trabalho, Deficiência. Organizational commitment and quality of working life for people with and without disability AbstractThe aim of this research was to verify if organizational commitment and satisfaction with aspects related to quality of working life were different between people with and without disabilities. The sample was constituted of 150 workers, 75 with and 75 without some disability. The groups were paired in function and work organization. The tools used were: Questionnaire about Organizational Commitment and Questionnaire about Satisfaction with Quality of Working Life. The answers were analyzed by quantitative method. The statistical analysis of organizational commitment and satisfaction did not present difference between people with and without disability. The results show that Satisfaction with Quality of working life and commitment are similar between people with and without disability. However, when the disability is associated with conditions of social disadvantage (lower income and first job) and when people with disabilities are males, these people tend to have higher instrumental commitment. Keywords: Organizational commitment, Quality of working life, Disability.Compromiso con la organización y calidad de vida laboral de personas con y sin discapacidad Resumen Esta investigación buscó verificar si el compromiso con la organización y la satisfacción con aspectos relacionados con la calidad de la vida laboral presentan resultados diferentes entre personas con y sin discapacidad. Participaron 150 trabajadores, 75 con y 75 sin discapacidad. Los grupos fueron emparejados de acuerdo con la función desempeñada y la organización del trabajo. Los instrumentos utilizados fueron: Cuestionario de Compromiso y de Calidad de Vida Laboral. Las respuestas fueron analizadas por método cuantitativo. Los resultados permitieron verificar que las personas con discapacidad tienen resultados de satisfacción con factores relacionados al contexto laboral y de compromiso...

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Espiritualidade nas organizações e comprometimento organizacional

Cited by 38 publications

References 37 publications

Territories as Collaborative Networks: Concepts and Elements of Commitment

Territories as Collaborative Networks: Concepts and Elements of Commitment

Relação do comprometimento organizacional e da satisfação no trabalho de funcionários públicos municipais

Comprometimento organizacional e qualidade de vida no trabalho para pessoas com e sem deficiência

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