Análise do Comprometimento Organizacional e sua Natureza em Relação aos Funcionários Públicos Municipais

Abstract

The aim of this article is to identify the type of organizational commitment of the employees of the municipal government of the city of Pitanga in Parana state, focusing the multidimensional model of commitment described by Meyer and Allen (1990, 1991and 1993 which analyses three factors of organizational commitment: affective, normative and instrumental. We performed an exploratory research, being presented a compared diagnostic between factors of commitment. The universe consisted of 50 effective employees was surveyed in its entirety. The results indicated the commitment based on emotional as the most significant among the factors analyzed with an average of 3.83 on a scale of 5 points, followed by normative commitment (3.45), while the instrumental commitment with a base of 3.25. The averages tend to indicate a satisfactory level of commitment due to the way of analysis proposed for this scale, thus observing an appropriate level of organizational commitment in the research institution.Keywords: commitment; public management; satisfaction. Os resultados apontaram o comprometimento, na base afetiva, como o mais expressivo dentre os fatores analisados, com uma média de 3,83 numa escala de 5 pontos, seguido do comprometimento normativo (3,45), ficando o comprometimento na base instrumental com 3,25. As médias obtidas tendem a indicar um nível satisfatório do comprometimento, devido à forma de análise proposta para essa escala, observando-se assim um nível adequado de comprometimento organizacional na instituição pesquisada.Palavras-chave: comprometimento; gestão pública; satisfação.

Organizational Commitment: Longitudinal Study in a Public Higher Education Organization

“…In the studies found, most of the diagnoses of organizational impairment were carried out in several organizations (Schmidt & Pinheiro, 2003;Moraes & Costa, 2007;Yoshitake, Fraga, Torres, & Passos, 2009;Botelho & Paiva, 2010;Roman, Stefano, Andrade, & Zampier, 2012;Paiva, La Falce, &De Muylder, 2013 andSoares &Fleck, 2014). It is interesting to note that such diagnostic studies were carried out in both public and private organizations, with the Meyer, Allen, and Smith (1993) model prevailing, attesting its applicability in national studies.…”

“…It is interesting to note that such diagnostic studies were carried out in both public and private organizations, with the Meyer, Allen, and Smith (1993) model prevailing, attesting its applicability in national studies. In addition, the studies of Botelho and Paiva (2010) and Paiva, La Falce, and De Muylder (2013), who applied the model in public organizations, obtained results that were antagonistic to those of Roman, Stefano, Andrade, and Zampier (2012): in the first studies, calculative impairment was evidenced in public organizations, and in the latter, effective commitment was more evident. In addition, the need for other investigations on commitment in public organizations was indicated to understand the peculiarities of the phenomenon in such context better.…”

“…The studies deal with construct diagnoses in organizations (Schmidt & Pinheiro, 2003;Moraes & Costa, 2007;Yoshitake, Fraga, Torres, & Passos, 2009;Botelho & Paiva, 2010;Roman, Stefano, Andrade, & Zampier, 2012;Paiva, La Falce, & de Muylder, 2013;Soares & Fleck, 2014), investigations of construct relationship with consumer behavior and marketing strategies (Prado & Santos, 2007;Ferreira & HorMeyll, 2012;Alves, Terris, & Santos, 2013), relationship with leadership (Bergamini, 2002;Marques, Medeiros, França, & Ribeiro, 2007;Maciel & Nascimento, 2012;Zanini, Santos, & Lima, 2015, Thatcher, Stepina, & Boyle, 2002Riggle, Edmondson, & Hansen, 2009), the relationship with organizational learning (Varga, Birrer, & Minello, 2012;Caprioli & Araújo, 2016), relationship with organizational performance (Valadares, Lima, 2007, Thatcher, Stepina, & Boyle, 2002Riggle, Edmondson & Silva, 2009;Scheible & Bastos, 2007;Reis Neto, Kilimnik, Melo, & Theotônio, 2012), among other connections.…”

Commitment to Work and its Relationship with Organizational Culture Mediated by Satisfaction

“…Based on the work by Spector (2006), Roman et al (2012) divided the nine dimensions of satisfaction into three groups: a) Rewards: salary, promotion opportunities, and benefits; b) Relationship: supervision, co-workers, and working conditions; c) Nature of work: nature of work, communication, and safety. From this classification by Roman et al (2012), one dimension of each group was chosen for this research.…”

“…From this classification by Roman et al (2012), one dimension of each group was chosen for this research. From the Rewards group, promotion Commitment to Work and its Relationship with Organizational Culture Mediated by Satisfaction opportunities was chosen, which means the individual's level of contentment with the possibilities offered by the company to progress in their career, involving both the position and the time that elapses between promotions and their criteria.…”