Comprometimento no trabalho: um estudo da percepção dos gestores do planejamento estratégico do Incaper

• Ano de defesa: 2012
• Autor(a) principal: Nascimento, Aparecida de Lourdes do
• Orientador(a): Santos, Jorge Alberto dos
• Banca de defesa: Rowe, Diva Ester Okazaki
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Viçosa
• Programa de Pós-Graduação: Mestrado em Administração
• Departamento: Administração Pública
• País: BR
• Palavras-chave em Português: Comprometimento no trabalho; Sentido do comprometimento; Antecedentes e Consequentes do comprometimento
• Palavras-chave em Inglês: Commitment in the workplace; Sense of commitment; Antecedents and Consequents of commitment
• Área do conhecimento CNPq: CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO::ADMINISTRACAO PUBLICA
• Link de acesso: http://locus.ufv.br/handle/123456789/1963

Despite a long tradition of studies on the subject commitment at work, this concept presents a series of gaps and controversies, emphasizing the conceptual misalignment between what is available as theoretical knowledge and the daily practice of managers. This study, which is focused on the context of public administration, intended to understand the perception of managers engaged in the strategic planning of INCAPER about the construct commitment at work. From outside, the public administration is perceived, in a stereotypical way, as being composed of workers who are disengagedor engaged only with their own career. In this sense, it is important to understand how the concept commitment at work is perceived by managers who work in these organizations. The INCAPER managers‟ perception was investigated taking as basis the schematic elements that make up the sense of commitment at work, in other words, the nature, the dimensions / indicators, the character, the focus, the antecedent and the consequent of the concept. We also investigated the managers‟ perception of how the concept appears in the institution routine. The concept of commitment adopted in this research wasproposed by Menezes (2009) comprising attitudinal elements (affection and identification) and behavioral elements, e.g., proactivity, involvement, extra commitment and the defense of the organization. In this qualitative and interpretive research, the data were collected through participant observation, semistructured interview and the documentanalysisand were analyzed according to the procedures of content analysis proposed by Bardin (2010). Evidence was found that allow characterizing the construct as a phenomenon composed jointly by the attitudinal and the behavioral nature, and also by an active and, eventually, a passive character. The data also showed that managers consider the concept as directed to multiple and coexisting focus such as the activities, career, group, organization, the target audience and the personal values. In relation to the antecedents, the evidence indicates that managers consider the bond as associated with elements present in three levels: a) at the individual level, for example, with the set of values about work, b) at the organizational level, with the perception of organizational justice and organizational/ social support, and c) at the work level, with the nature of leadership. Regarding to the consequents, the evidence suggests that managers believe that individual‟s commitment at work is affected by their working group, by the organization and by the target audience of the institution, although, not always, in a positive way. Concerning the perception of managers about the manifestation of the construct in the INCAPER routine, the participants understand that the team's commitment is a strong point - with some exceptions - and that there is need for actions to a further strengthening of the bond.According to the managers, the bond in the Institute is positively influenced by issues related to the image and nature of the organization and negatively by issues related, for example, to work experience and some organizational characteristics, such as the fragility of the systems of control and formalization. Managers recognize the existence of unfavorable factors to the bond and some neglected enhancing practices. They also recognize that their daily decisions related to the work team are influenced by their perception of individual‟s commitment. The study contributes to existing discussions in the field; regarding to the alignment of theorethical research and managers‟ expectations as well as to the contribution of qualitative research for the advancement of knowledge. Finally, the study draws attention to the need of discussing not only the neglected enhancing organizational practices but also those which, although related to the management of commitment, disregard the negative results for the individual as well as for the organization.