Comprometimento e entrincheiramento na carreira: integrar ou reconstruir os construtos? Uma exploração das relações à luz do desempenho

Delimiting the concept of organizational commitment: empirical evidence of the overlap between the entrenchment and the continuance mindset

“…In a later study (MAGALHÃES, 2014) he found positive relationships between entrenchment and lack of independence and proactivity, possibly resulting in attachment to the material and social gains achieved, and difficulty in exploring career alternatives and facing the stress and losses inherent in possible changes. Scheible and Bastos (2014) and Scheible et al (2013) found results consistent with these studies as they investigated the relationships between entrenchment, commitment, and performance. They found significant negative relationships between career entrenchment and performance, as well as between continuance commitment and performance.…”

“…One possible explanation is that the worker entrenched in his career does not see his activities as a means to prominence or better results, which leads to lower performance. With respect to this research agenda involving continuance commitment and career entrenchment, there are several points: both constructs have a similar theoretical basis -Becker (1960) -, they present similar sub-dimensions as well (personal sacrifices / accumulated costs and limited alternatives); both represent the individual's attitude toward a behavior (in this case, remaining in the organization), constituting a material bond and a permanence by necessity; both present positive correlations between themselves (CARSON et al, 1995;SCHEIBLE et al 2013) and negative ones with variables such as performance (COOPER-HAKIM; VISWESVARAN, 2005;LAPOINTE;VANDENBERGHE;PANACCIO, 2011;SCHEIBLE et al, 2013;SCHEIBLE;BASTOS, 2014), considered to be desirable worker behaviors. Such aspects allow us to question whether these constructs might not be referring to a single psychosocial phenomenon.…”

“…The authors also suggest that correlations with antecedent and consequent variables of commitment be evaluated. Scheible et al (2013) question whether, instead of integrating the bases of entrenchment with commitment, it wouldn't be more appropriate to reconstruct the concept that currently incorporates antagonistic bases (affective x continuance), since they have different natures and opposite behaviors in relation to different variables (MEYER et al, 2002;COOPER-HAKIM;VISWESVARAN, 2005;KLEIN et al, 2012;MOSCON;BASTOS;JANISSEK-DE-SOUZA, 2012). They propose, therefore, the integration of the subdimensions of continuance commitment with entrenchment.…”

A influência dos vínculos com a organização sobre o bem-estar subjetivo do trabalhador

“…Nos últimos anos, algumas pesquisas foram conduzidas nesse sentido, em especial no que se refere à discriminação entre o comprometimento e o entrincheiramento organizacionais (Aguiar, 2016;Aguiar, Bastos, Jesus, & Lago, 2014;Rodrigues, 2011). Entre as razões para a maior atenção dedicada ao entrincheiramento (em oposição ao consentimento), pode-se citar o fato de esse vínculo ter uma base teórica mais consolidada, uma vez que a sua proposta emergiu da importação de um conceito preexistente no âmbito da carreira: o entrincheiramento com a carreira (Blau, 2001;Carson, Carson & Bedeian, 1995;Scheible, Bastos, & Rodrigues, 2007). Além disso, o consentimento organizacional ainda apresenta algumas fragilidades conceituais que precisam ser superadas antes de um maior investimento nas análises discriminantes (Peixoto, Bastos, Soares, & Lobo, 2015).…”

Comprometimento organizacional: bases para uma abordagem processual

“…Estudos desenvolvidos no Brasil (Rodrigues & Bastos, 2012;Scheible, Bastos, & Rodrigues, 2007;Silva & Bastos, 2010) apontam caminhos e evidências empíricas bastante fortes para afirmar que as diferentes bases propostas por Meyer e Allen (1991) são na realidade distintos vínculos do indivíduo com a organização (gerados por antecedentes distintos e com impactos diferentes no comportamento no trabalho). A proposta dos construtos "entrincheiramento organizacional" (Rodrigues & Bastos, 2012) e "consentimento organizacional" (Silva & Bastos, 2010) revelam a tendência de se considerar comprometimento um vínculo específico e definido a partir da identificação e dos afetos dirigidos ao objeto.…”