Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
Ano de defesa: | 2017 |
---|---|
Autor(a) principal: | |
Orientador(a): | |
Banca de defesa: | |
Tipo de documento: | Dissertação |
Tipo de acesso: | Acesso aberto |
Idioma: | por |
Instituição de defesa: |
Universidade Federal de Santa Maria
Brasil Administração UFSM Programa de Pós-Graduação em Administração Centro de Ciências Sociais e Humanas |
Programa de Pós-Graduação: |
Não Informado pela instituição
|
Departamento: |
Não Informado pela instituição
|
País: |
Não Informado pela instituição
|
Palavras-chave em Português: | |
Link de acesso: | http://repositorio.ufsm.br/handle/1/13231 |
Resumo: | This paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization. |
id |
UFSM_bae7df288ff16187151fbcda0639b02c |
---|---|
oai_identifier_str |
oai:repositorio.ufsm.br:1/13231 |
network_acronym_str |
UFSM |
network_name_str |
Manancial - Repositório Digital da UFSM |
repository_id_str |
|
spelling |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentesLinkages of commitment, entrenchment and consent of Individual with the organization: exploring his antecedent and consequentialComprometimento organizacionalEntrincheiramento organizacionalConsentimento organizacionalValores organizacionaisDesempenho no trabalhoOrganizational commitmentOrganizational entrenchmentOrganizational consentOrganizational valuesWork performanceCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOThis paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization.Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPESEste trabalho tem por objetivo desenvolver um modelo que analise as influências dos valores organizacionais nos vínculos de comprometimento, entrincheiramento e consentimento organizacionais, como variável antecedente e o desempenho no trabalho, como variável consequente. Para alcançar o objetivo traçado, realizou-se uma pesquisa de natureza exploratória e conclusiva descritiva e explicativa, com o emprego de abordagem de métodos mistos, quantitativos e qualitativos. Assim, a pesquisa foi estruturada e duas fases: fase I – quantitativa e fase II – qualitativa. Na primeira fase, os dados foram coletados a partir da aplicação de um questionário de pesquisa fechado, que integrou questões referentes aos vínculos de comprometimento, entrincheiramento e consentimento organizacionais, valores organizacionais e desempenho no trabalho. Para os dados quantitativos, a análise de dados foi operacionalizada por meio da técnica de modelagem de equações estruturais. Na segunda fase, os dados foram coletados por meio da realização de entrevistas semiestruturadas com os gestores. A análise dos dados qualitativos foi realizada com o emprego da técnica de análise de conteúdo. Os resultados permitiram identificar que sistemas de valores distintos determinam o estabelecimento de cada vínculo organizacional, sendo que um conjunto maior de valores é compreendido pelos gestores como associado ao vínculo de comprometimento. Ao testar as influências entres os construtos, verificou-se que as dimensões preocupação com a coletividade, autonomia, domínio e bem-estar são valores organizacionais com poder para explicar, em partes, o vínculo de comprometimento. Ainda, observou-se que o bem-estar é um preditor do vínculo de entrincheiramento e a realização e o domínio do consentimento. Sobre os consequentes, verificou-se que o comprometimento e consentimento conseguiram explicar o desempenho do indivíduo no trabalho, sendo que o entrincheiramento não apresentou relação de influência significante com este construto. A realização das entrevistas permitiu apontar que o desempenho do indivíduo comprometido se distingue consideravelmente do tipo de desempenho desencadeado por trabalhadores entrincheirados ou consentidos. Observou-se que o conceito do que é um “bom trabalhador” assemelha-se com características que explicam a noção do vínculo de comprometimento. As denominações atribuídas pelos gestores para cada vínculo, revelam um sentido ativo para as características de estar comprometido, um sentido pejorativo para estar entrincheirado e um sentido passivo para estar consentido. Espera-se que os resultados deste estudo contribuam para o progresso do delineamento teórico e conceitual dos diferentes vínculos desenvolvidos pelo trabalhador com a sua organização.Universidade Federal de Santa MariaBrasilAdministraçãoUFSMPrograma de Pós-Graduação em AdministraçãoCentro de Ciências Sociais e HumanasCosta, Vânia Medianeira Floreshttp://lattes.cnpq.br/0180563343119839Medeiros, Carlos Alberto Freirehttp://lattes.cnpq.br/9398091583694583Lopes, Luis Felipe Diashttp://lattes.cnpq.br/1074372911061770Tomazzoni, Gean Carlos2018-05-22T12:14:04Z2018-05-22T12:14:04Z2017-02-22info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://repositorio.ufsm.br/handle/1/13231porAttribution-NonCommercial-NoDerivatives 4.0 Internationalhttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/openAccessreponame:Manancial - Repositório Digital da UFSMinstname:Universidade Federal de Santa Maria (UFSM)instacron:UFSM2018-05-22T12:14:04Zoai:repositorio.ufsm.br:1/13231Biblioteca Digital de Teses e Dissertaçõeshttps://repositorio.ufsm.br/ONGhttps://repositorio.ufsm.br/oai/requestatendimento.sib@ufsm.br||tedebc@gmail.comopendoar:2018-05-22T12:14:04Manancial - Repositório Digital da UFSM - Universidade Federal de Santa Maria (UFSM)false |
dc.title.none.fl_str_mv |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes Linkages of commitment, entrenchment and consent of Individual with the organization: exploring his antecedent and consequential |
title |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
spellingShingle |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes Tomazzoni, Gean Carlos Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Valores organizacionais Desempenho no trabalho Organizational commitment Organizational entrenchment Organizational consent Organizational values Work performance CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
title_short |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
title_full |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
title_fullStr |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
title_full_unstemmed |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
title_sort |
Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes |
author |
Tomazzoni, Gean Carlos |
author_facet |
Tomazzoni, Gean Carlos |
author_role |
author |
dc.contributor.none.fl_str_mv |
Costa, Vânia Medianeira Flores http://lattes.cnpq.br/0180563343119839 Medeiros, Carlos Alberto Freire http://lattes.cnpq.br/9398091583694583 Lopes, Luis Felipe Dias http://lattes.cnpq.br/1074372911061770 |
dc.contributor.author.fl_str_mv |
Tomazzoni, Gean Carlos |
dc.subject.por.fl_str_mv |
Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Valores organizacionais Desempenho no trabalho Organizational commitment Organizational entrenchment Organizational consent Organizational values Work performance CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
topic |
Comprometimento organizacional Entrincheiramento organizacional Consentimento organizacional Valores organizacionais Desempenho no trabalho Organizational commitment Organizational entrenchment Organizational consent Organizational values Work performance CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
description |
This paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization. |
publishDate |
2017 |
dc.date.none.fl_str_mv |
2017-02-22 2018-05-22T12:14:04Z 2018-05-22T12:14:04Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://repositorio.ufsm.br/handle/1/13231 |
url |
http://repositorio.ufsm.br/handle/1/13231 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.rights.driver.fl_str_mv |
Attribution-NonCommercial-NoDerivatives 4.0 International http://creativecommons.org/licenses/by-nc-nd/4.0/ info:eu-repo/semantics/openAccess |
rights_invalid_str_mv |
Attribution-NonCommercial-NoDerivatives 4.0 International http://creativecommons.org/licenses/by-nc-nd/4.0/ |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Universidade Federal de Santa Maria Brasil Administração UFSM Programa de Pós-Graduação em Administração Centro de Ciências Sociais e Humanas |
publisher.none.fl_str_mv |
Universidade Federal de Santa Maria Brasil Administração UFSM Programa de Pós-Graduação em Administração Centro de Ciências Sociais e Humanas |
dc.source.none.fl_str_mv |
reponame:Manancial - Repositório Digital da UFSM instname:Universidade Federal de Santa Maria (UFSM) instacron:UFSM |
instname_str |
Universidade Federal de Santa Maria (UFSM) |
instacron_str |
UFSM |
institution |
UFSM |
reponame_str |
Manancial - Repositório Digital da UFSM |
collection |
Manancial - Repositório Digital da UFSM |
repository.name.fl_str_mv |
Manancial - Repositório Digital da UFSM - Universidade Federal de Santa Maria (UFSM) |
repository.mail.fl_str_mv |
atendimento.sib@ufsm.br||tedebc@gmail.com |
_version_ |
1805930137414270976 |