4 resultados citaram: Antecedents of turnover in federal public administration

ABSTRACT Purpose: Based on the three-dimensional model of Meyer and Allen (1991), this study outlined organizational commitment profiles (OCP) for public service workers working at two federal universities, as well as sociodemographic and occupational characteristics associated with these profiles. Originality/value: OCP emerged as part of the Brazilian research scenario on organizational commitment (OC), as well as discussions that approached the implications of such profiles, in the public sector and public higher education institutions (HEIs). Design/methodology/approach: The research methodology included quantitative, descriptive, and field-based approaches. In the study, 470 respondents worked in administrative areas of two federal universities in Northeast Brazil in three occupational categories: technical servants, managers, and outsourced workers. The techniques used were exploratory factor analysis and latent profile analysis. Findings: As a basis for modeling the factorial structure of the OC scale (affective, normative, and continuance dimensions), four OCP were identified: uncommitted, affective-continuance commitment, moderate, and affectively committed. The uncommitted were primarily men and workers with less job tenure. The majority of the affective-continuance commitment and affectively committed were occupied by technical public servants and outsourced workers, while managers concentrated on the affective-continuance commitments.

RESUMO Objetivo: Esta pesquisa objetivou delinear os perfis de comprometimento organizacional (PCO) de diferentes trabalhadores do serviço público, em duas universidades federais, tomando como base o modelo tridimensional de Meyer e Allen (1991), e discutir características socio-demográficas e ocupacionais associadas a tais perfis. Originalidade/valor: Os resultados permitiram a emergência de novos PCO no cenário de pesquisa brasileiro sobre comprometimento organizacional (CO), assim como discussões que abordam as implicações de tais perfis, considerando o cenário do setor público e das instituições de ensino superior (IES) públicas. Design/metodologia/abordagem: Trata-se de uma pesquisa quantitativa, descritiva e de campo. O campo de pesquisa foi constituído por 470 respondentes de três categorias ocupacionais distintas: servidores técnicos, gestores e terceirizados, atuantes em áreas administrativas de duas universidades federais do Nordeste. Utilizaram-se as seguintes técnicas: análise fatorial exploratória e análise de perfis latentes. Resultados: Considerando a estrutura fatorial da escala de CO (dimensões afetiva, normativa e de continuação), foram delineados quatro PCO: descomprometidos; comprometidos de combinação afetivo-continuação; moderados; e comprometidos afetivamente. Os trabalhadores com menor tempo de serviço e do gênero masculino predominaram entre os descomprometidos. Os servidores técnicos e os terceirizados predominaram entre os comprometidos de combinação afetivo-continuação e os comprometidos afetivamente, enquanto os gestores concentraram-se entre os comprometidos de combinação afetivo-continuação.

Abstract Objective: To verify whether attitudes, subjective norms, and perceived behavioral control (components of the theory of planned behavior), as well as organizational entrenchment, are predictors of the intention to leave a federal public company. Originality/value: This is the first Brazilian study to use the complete model of the theory of planned behavior, together with organizational entrenchment, to explain the formation of the intention to leave a public company. Design/methodology/approach: Cross-sectional survey approach. The sample of 535 professionals from the National Supply Company (CONAB) was recruited nationwide. The data was analyzed using two multiple linear regression models. Results: One of the regression models indicated that attitudes (measured using a job satisfaction scale), subjective norms, and organizational entrenchment predict the intention to leave CONAB. The regression model, including the dimensions of the constructs, showed that satisfaction with the nature of the work, satisfaction with promotions, limited alternative jobs, and subjective norms are predictors of the intention to leave the organization. This second model explained 50.95% of the variance in the intention to leave CONAB, a high percentage. Contribution/implications: The study increases the internal precision of the perceived behavioral control scale in the context of the intention to leave a public organization. Some factors can be managed, at least in part, to prevent good public employees from deciding to resign; these include job design, a promotion policy that truly values merit (and not just length of service), and the positive perception of family members and people of importance to the employee regarding the significance and value of public service.

Purpose Hierarchically superior bodies develop normative instructions to induce the diffusion of innovations, stimulating the adoption of management practices in supervised public bodies and seeking public administration efficiency increase. Despite this, the effectiveness of these normative instructions is unknown, as well as its inducing and lasting effects in the diffusion of these innovations, especially in Brazil. This study aims to understand the effects of normative induction. Design/methodology/approach The adoption of risk management, integrity & ethics and information security practices was evaluated over a decade (2009 to 2019), including the adoption behavior of more than 200 Brazilian federal agencies. Public open data were collected and analyzed with multinomial logistic regression. Findings The normative instructions’ effectiveness in propagating the evaluated practices is remarkable; however, its mere development by the superior bodies cannot be considered enough since the general adoption index can be considered good but not excellent. No evaluated practice reached a saturation level above 75%. Research limitations/implications This paper contributes to bringing the international literature’s generic knowledge on the adoption of innovation to the specific Brazilian public administration context, providing insightful implications for policymakers, public managers and researchers. Practical implications This work is unique, as it systematically analyzes multiple innovation adoption and presents excellent opportunities for future researchers by reproducing all scripts and automation developed. Furthermore, all data are available and hosted on public platforms with detailed steps and documentation. Social implications The use of open data from governmental sources allows enhanced transparency and the discovery of affecting variables while observing innovation adoption in the public administration. Originality/value The presence of normative instructions and their adoption rate is rarely measured in the Brazilian public administration.