Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização
Ano de defesa: | 2017 |
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Autor(a) principal: | |
Orientador(a): | |
Banca de defesa: | , , , |
Tipo de documento: | Tese |
Tipo de acesso: | Acesso aberto |
Idioma: | por |
Instituição de defesa: |
Universidade Federal de Santa Maria
Centro de Ciências Sociais e Humanas |
Programa de Pós-Graduação: |
Programa de Pós-Graduação em Administração
|
Departamento: |
Administração
|
País: |
Brasil
|
Palavras-chave em Português: | |
Palavras-chave em Inglês: | |
Área do conhecimento CNPq: | |
Link de acesso: | http://repositorio.ufsm.br/handle/1/14143 |
Resumo: | Although the research about Organizational Commitment is still heavily dominated by the three-dimensional model of Meyer and Allen (1991), a current agenda designing new constructors with the goal of ceasing a redundancy and conceptual overlap, as well as delineate as behavioral attitudes characteristic of complex commitments, that came to be considered as separate links. In spite of such evolution, little is known until now about the propensity of a individual to develop a certain bond. There are specifically a few theoretical reflections about the propensity to commitment and a first measurement attempt, which has been criticized. Beyond commitment, the individual's tendency to entrench and/or to consent has not yet received any theoretical insight, neither empirical attempts at evaluation. As we are faced with a novelty in the area, any initiative to think in what way workers would have a propensity to develop the bond of commitment, entrenchment and/or consent with the organization is fundamental, since the real bond can‟t exist before the individual's entry into the organization and therefore can‟t be measured prior to joining the organization. Inserted in this concern, this thesis is composed by a theoretical study and four empirical studies. In the first article of theoretical nature, the aim was to present the fundamentals and conceptualize the propensity to the different links, proposing a framework whose process of developing the bonds begins before the worker joins the organization. The three other articles, eminently empirical, present three new scales: the Organizational Commitment Propensity Scale (EPCO), the Organizational Entrenchment Propensity Scale (EPENT) and the Organizational Consent Propensity Scale (EPCON). All measures developed showed good adjustment indexes and adequate psychometric parameters. Finally, the last article tested the predictive power of these scales on future bonds. For this purpose, a longitudinal study was carried out, consisting of two data collections: one before the individual entered the work environment and another one nine months after starting their new job. The results show that the workers entering the organization already have a tendency to develop a certain bond, which is determinant of the future linkage. The results found in the present thesis are unprecedented, and as the research in the area advances, there will be more evidence about the propensity and its implications for performance at work, with consequences for the individual and for the organization. Knowing in beforehand such tendency, it may direct the company to hire the individuals most predisposed to develop the link advocated by it. It will also guide the management of people to actions that minimize the negative potential of certain bonds and ensure greater attachment and pro activity from the first days of work. Since they are new concepts, much conceptual and empirical work must be undertaken. Methodological strategies used here can be retaken for contributing to a greater theoretical advances and practical applications of the proposed framework, also improving the scales and verification of the effect of the personal characteristics and previous experiences on the Propensity to Organizational Commitment, Entrenchment and Consent. |
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2018-08-31T13:16:26Z2018-08-31T13:16:26Z2017-06-13http://repositorio.ufsm.br/handle/1/14143Although the research about Organizational Commitment is still heavily dominated by the three-dimensional model of Meyer and Allen (1991), a current agenda designing new constructors with the goal of ceasing a redundancy and conceptual overlap, as well as delineate as behavioral attitudes characteristic of complex commitments, that came to be considered as separate links. In spite of such evolution, little is known until now about the propensity of a individual to develop a certain bond. There are specifically a few theoretical reflections about the propensity to commitment and a first measurement attempt, which has been criticized. Beyond commitment, the individual's tendency to entrench and/or to consent has not yet received any theoretical insight, neither empirical attempts at evaluation. As we are faced with a novelty in the area, any initiative to think in what way workers would have a propensity to develop the bond of commitment, entrenchment and/or consent with the organization is fundamental, since the real bond can‟t exist before the individual's entry into the organization and therefore can‟t be measured prior to joining the organization. Inserted in this concern, this thesis is composed by a theoretical study and four empirical studies. In the first article of theoretical nature, the aim was to present the fundamentals and conceptualize the propensity to the different links, proposing a framework whose process of developing the bonds begins before the worker joins the organization. The three other articles, eminently empirical, present three new scales: the Organizational Commitment Propensity Scale (EPCO), the Organizational Entrenchment Propensity Scale (EPENT) and the Organizational Consent Propensity Scale (EPCON). All measures developed showed good adjustment indexes and adequate psychometric parameters. Finally, the last article tested the predictive power of these scales on future bonds. For this purpose, a longitudinal study was carried out, consisting of two data collections: one before the individual entered the work environment and another one nine months after starting their new job. The results show that the workers entering the organization already have a tendency to develop a certain bond, which is determinant of the future linkage. The results found in the present thesis are unprecedented, and as the research in the area advances, there will be more evidence about the propensity and its implications for performance at work, with consequences for the individual and for the organization. Knowing in beforehand such tendency, it may direct the company to hire the individuals most predisposed to develop the link advocated by it. It will also guide the management of people to actions that minimize the negative potential of certain bonds and ensure greater attachment and pro activity from the first days of work. Since they are new concepts, much conceptual and empirical work must be undertaken. Methodological strategies used here can be retaken for contributing to a greater theoretical advances and practical applications of the proposed framework, also improving the scales and verification of the effect of the personal characteristics and previous experiences on the Propensity to Organizational Commitment, Entrenchment and Consent.Embora a pesquisa sobre o Comprometimento Organizacional ainda seja fortemente dominada pelo modelo tridimensional de Meyer e Allen (1991), a agenda atual concebe novos construtos, com o objetivo de cessar a redundância e a sobreposição conceitual, bem como delimitar as atitudes comportamentais características dos múltiplos comprometimentos, os quais passaram a figurar como vínculos distintos. A despeito de tal evolução, até o momento pouco se sabe sobre a propensão do indivíduo a desenvolver determinado vínculo. Existem, especificamente, algumas poucas reflexões teóricas sobre a propensão ao comprometimento e uma primeira tentativa de medida, a qual foi alvo de críticas. Para além do comprometimento, a tendência do indivíduo a se entrincheirar e a consentir ainda não recebeu nenhum insight teórico, muito menos tentativas empíricas de avaliação. Como estamos diante de uma novidade para a área, qualquer iniciativa no sentido de se pensar em que medida trabalhadores apresentariam uma propensão a desenvolver o vínculo de comprometimento, entrincheiramento e/ou consentimento com a organização é fundamental, uma vez que o vínculo real não pode existir antes da entrada do indivíduo na organização e, portanto, não pode ser medido anteriormente ao seu ingresso nesta. Inserida nessa preocupação, esta tese é composta por um estudo teórico e quatro estudos empíricos. No primeiro artigo, de cunho teórico, buscou-se apresentar os fundamentos e conceituar a propensão aos diferentes vínculos, propondo um framework cujo processo de desenvolvimento dos vínculos se inicia antes mesmo do ingresso do trabalhador na organização. Na sequência, os três outros artigos, com caráter eminentemente empírico, apresentam três novas escalas: a Escala de Propensão ao Comprometimento Organizacional (EPCO), a Escala de Propensão ao Entrincheiramento Organizacional (EPENT) e a Escala de Propensão ao Consentimento Organizacional (EPCON). Todas as medidas desenvolvidas demonstraram bons índices de ajuste e parâmetros psicométricos adequados. Por fim, o último artigo testou o poder preditivo dessas escalas sobre a vinculação futura. Para tanto, foi realizado um estudo longitudinal composto por duas coletas de dados: uma, antes do ingresso do indivíduo no ambiente de trabalho, e, outra, nove meses após o início em seu novo emprego. Os resultados demonstram que os trabalhadores, ao entrarem na organização, já possuem uma tendência a desenvolver determinado vínculo, a qual é determinante da vinculação futura. Os resultados encontrados na presente tese são inéditos, sendo que, à medida que as pesquisas na área avancem, ter-se-á mais evidências sobre a propensão e suas implicações para o desempenho no trabalho, com consequências para o próprio indivíduo e para a organização. Conhecer antecipadamente tal tendência poderá direcionar a empresa a contratar os indivíduos mais predispostos a desenvolver o vínculo preconizado por ela. Também orientará a gestão de pessoas para ações que minimizem o potencial negativo de determinados vínculos e garantam um maior apego e proatividade desde os primeiros dias de trabalho. Por se tratar de conceitos novos, há que se empreender muito trabalho conceitual e empírico. Estratégias metodológicas aqui empregadas poderão ser retomadas e incrementadas, contribuindo para maiores avanços teóricos e aplicações práticas do framework proposto, aperfeiçoamento das escalas e verificação do efeito das características pessoais e experiências prévias sobre a Propensão ao Comprometimento, Entrincheiramento e Consentimento Organizacionais.porUniversidade Federal de Santa MariaCentro de Ciências Sociais e HumanasPrograma de Pós-Graduação em AdministraçãoUFSMBrasilAdministraçãoAttribution-NonCommercial-NoDerivatives 4.0 Internationalhttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/openAccessComprometimento organizacionalEntrincheiramento organizacionalConsentimento organizacionalPropensãoTendênciaOrganizational commitmentOrganizational entrenchmentOrganizational consentPropensityTendencyCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOPropensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organizaçãoPropensity to bond with the organization: development of the concept, proposal of instruments and analysis of its impact on the bonds constructed after the individual entrance in the organizationinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/doctoralThesisCosta, Vânia Medianeira Floreshttp://lattes.cnpq.br/0180563343119839Bastos, Antônio Virgílio Bittencourthttp://lattes.cnpq.br/3264748971027585Janissek, Janice Aparecidahttp://lattes.cnpq.br/2116622388148606Madruga, Lúcia Rejane da Rosa Gamahttp://lattes.cnpq.br/6101538332418762Tonin, Guerino Antoniohttp://lattes.cnpq.br/1896672686685398http://lattes.cnpq.br/0191047014576061Balsan, Laércio André Gassen600200000006600da859cd3-c705-4552-b11a-72057c9325bbf52e335e-196c-43b7-8b50-7929c262be9b65a65193-ee78-496e-8d7f-3ce3830e11a94b5d766f-e575-4fec-811d-f16eb501bf959a02c7a7-6a35-4424-8651-5868133763cf5a2604e8-1c86-4ce4-bb39-77d9e9c144d3reponame:Biblioteca Digital de Teses e Dissertações do UFSMinstname:Universidade Federal de Santa Maria (UFSM)instacron:UFSMORIGINALTES_PPGADMINISTRACAO_2017_BALSAN_LAERCIO.pdfTES_PPGADMINISTRACAO_2017_BALSAN_LAERCIO.pdfTese de Doutoradoapplication/pdf4065766http://repositorio.ufsm.br/bitstream/1/14143/1/TES_PPGADMINISTRACAO_2017_BALSAN_LAERCIO.pdfcd68e62342d66a75f3c1558fbf679f42MD51CC-LICENSElicense_rdflicense_rdfapplication/rdf+xml; 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dc.title.por.fl_str_mv |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
dc.title.alternative.eng.fl_str_mv |
Propensity to bond with the organization: development of the concept, proposal of instruments and analysis of its impact on the bonds constructed after the individual entrance in the organization |
title |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
spellingShingle |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização Balsan, Laércio André Gassen Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Propensão Tendência Organizational commitment Organizational entrenchment Organizational consent Propensity Tendency CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
title_short |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
title_full |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
title_fullStr |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
title_full_unstemmed |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
title_sort |
Propensão ao vínculo com a organização: desenvolvimento do conceito, proposta de instrumentos e análise do seu impacto sobre os vínculos construídos após o ingresso do indivíduo na organização |
author |
Balsan, Laércio André Gassen |
author_facet |
Balsan, Laércio André Gassen |
author_role |
author |
dc.contributor.advisor1.fl_str_mv |
Costa, Vânia Medianeira Flores |
dc.contributor.advisor1Lattes.fl_str_mv |
http://lattes.cnpq.br/0180563343119839 |
dc.contributor.referee1.fl_str_mv |
Bastos, Antônio Virgílio Bittencourt |
dc.contributor.referee1Lattes.fl_str_mv |
http://lattes.cnpq.br/3264748971027585 |
dc.contributor.referee2.fl_str_mv |
Janissek, Janice Aparecida |
dc.contributor.referee2Lattes.fl_str_mv |
http://lattes.cnpq.br/2116622388148606 |
dc.contributor.referee3.fl_str_mv |
Madruga, Lúcia Rejane da Rosa Gama |
dc.contributor.referee3Lattes.fl_str_mv |
http://lattes.cnpq.br/6101538332418762 |
dc.contributor.referee4.fl_str_mv |
Tonin, Guerino Antonio |
dc.contributor.referee4Lattes.fl_str_mv |
http://lattes.cnpq.br/1896672686685398 |
dc.contributor.authorLattes.fl_str_mv |
http://lattes.cnpq.br/0191047014576061 |
dc.contributor.author.fl_str_mv |
Balsan, Laércio André Gassen |
contributor_str_mv |
Costa, Vânia Medianeira Flores Bastos, Antônio Virgílio Bittencourt Janissek, Janice Aparecida Madruga, Lúcia Rejane da Rosa Gama Tonin, Guerino Antonio |
dc.subject.por.fl_str_mv |
Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Propensão Tendência |
topic |
Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Propensão Tendência Organizational commitment Organizational entrenchment Organizational consent Propensity Tendency CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
dc.subject.eng.fl_str_mv |
Organizational commitment Organizational entrenchment Organizational consent Propensity Tendency |
dc.subject.cnpq.fl_str_mv |
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
description |
Although the research about Organizational Commitment is still heavily dominated by the three-dimensional model of Meyer and Allen (1991), a current agenda designing new constructors with the goal of ceasing a redundancy and conceptual overlap, as well as delineate as behavioral attitudes characteristic of complex commitments, that came to be considered as separate links. In spite of such evolution, little is known until now about the propensity of a individual to develop a certain bond. There are specifically a few theoretical reflections about the propensity to commitment and a first measurement attempt, which has been criticized. Beyond commitment, the individual's tendency to entrench and/or to consent has not yet received any theoretical insight, neither empirical attempts at evaluation. As we are faced with a novelty in the area, any initiative to think in what way workers would have a propensity to develop the bond of commitment, entrenchment and/or consent with the organization is fundamental, since the real bond can‟t exist before the individual's entry into the organization and therefore can‟t be measured prior to joining the organization. Inserted in this concern, this thesis is composed by a theoretical study and four empirical studies. In the first article of theoretical nature, the aim was to present the fundamentals and conceptualize the propensity to the different links, proposing a framework whose process of developing the bonds begins before the worker joins the organization. The three other articles, eminently empirical, present three new scales: the Organizational Commitment Propensity Scale (EPCO), the Organizational Entrenchment Propensity Scale (EPENT) and the Organizational Consent Propensity Scale (EPCON). All measures developed showed good adjustment indexes and adequate psychometric parameters. Finally, the last article tested the predictive power of these scales on future bonds. For this purpose, a longitudinal study was carried out, consisting of two data collections: one before the individual entered the work environment and another one nine months after starting their new job. The results show that the workers entering the organization already have a tendency to develop a certain bond, which is determinant of the future linkage. The results found in the present thesis are unprecedented, and as the research in the area advances, there will be more evidence about the propensity and its implications for performance at work, with consequences for the individual and for the organization. Knowing in beforehand such tendency, it may direct the company to hire the individuals most predisposed to develop the link advocated by it. It will also guide the management of people to actions that minimize the negative potential of certain bonds and ensure greater attachment and pro activity from the first days of work. Since they are new concepts, much conceptual and empirical work must be undertaken. Methodological strategies used here can be retaken for contributing to a greater theoretical advances and practical applications of the proposed framework, also improving the scales and verification of the effect of the personal characteristics and previous experiences on the Propensity to Organizational Commitment, Entrenchment and Consent. |
publishDate |
2017 |
dc.date.issued.fl_str_mv |
2017-06-13 |
dc.date.accessioned.fl_str_mv |
2018-08-31T13:16:26Z |
dc.date.available.fl_str_mv |
2018-08-31T13:16:26Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/doctoralThesis |
format |
doctoralThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://repositorio.ufsm.br/handle/1/14143 |
url |
http://repositorio.ufsm.br/handle/1/14143 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.relation.cnpq.fl_str_mv |
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Brasil |
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Administração |
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Universidade Federal de Santa Maria Centro de Ciências Sociais e Humanas |
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