3 resultados citaram: ORGANIZATIONAL COMMITMENT: LONGITUDINAL STUDY IN A PUBLIC HIGHER EDUCATION ORGANIZATION

ABSTRACT Purpose: This article aims to describe and analyze the relationship between human resources practices and organizational commitment in a large public urban sanitation company. Originality/value: It has been found that most human resources practices significantly influence organizational commitment, showing that the affective and normative commitment is the most affected and, on a weaker scale, there is the continuance commitment. Design/methodology/approach: The survey was conducted with 349 employees whose formulated hypotheses were verified by multiple regression. Findings: The results indicated a predominance of affective commitment of employees, greater agreement with the practice of human resources associated with benefits and disagreement with the career planning regarding the policies related to the internal selection process, self-development, compensation policy and the promotion process. The multiple regression analysis allowed to confirm the hypotheses postulated, revealing a more significant positive relationship between human resources practices with the types of affective and normative commitment when compared to the continuance commitment. Organizational commitment of the affective type proved to be positively influenced by the human resources practices associated with career planning and benefits, while the commitment of the normative type was positively more induced by the human resources practice related to training and development. Despite the fact that the article revealed results that contribute to the academy, future research must be carried out to improve the relationship between the constructs treated in this study.

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.