Dimensões do comprometimento organizacional: uma análise das percepções de trabalhadores do setor financeiro

Abstract

This dissertation investigated the perceptions of workers in the financial sector within an organizational environment marked by intense structural transformations, such as digitalization, the rise of fintechs (companies that introduce innovations in financial markets through the intensive use of technology), and technological innovation, which reshape banking work and the competencies required. This scenario is exacerbated by pressure for results, aggressive targets, and significant challenges to mental health, generating professional insecurity. In this context, the main objective of the study was to analyze the perceptions of financial sector workers regarding the dimensions of organizational commitment, considering the work environment in which they are embedded. To this end, an exploratory qualitative study was adopted, involving 17 banking professionals. Data collection was carried out through semi- structured interviews, conducted in four stages and guided by the Cognitive-Reflective Approach (CRA), and data analysis employed the thematic analysis technique. The main results revealed that the normative dimension emerges as the primary pillar sustaining the bond between worker and organization in the banking context, characterized by a sense of duty, ethical responsibility, and moral obligation. The affective dimension, although present, manifests more subtly and is constantly threatened by environmental pressure. The continuance dimension proved to be significant, associated with financial stability and acquired benefits. The identified antecedents of commitment include professional trajectory, development opportunities, established connections, challenges overcome, and perceptions about the future in one’s career. Theoretically, the study contributes to the analysis of the Meyer and Allen (1991) model in the banking environment, where the normative dimension assumes the main basis of commitment, differing from traditional literature that often emphasizes the affective dimension. Managerial contributions point to the need to integrate organizational commitment with professionals’ mental health, suggesting the implementation of management practices that promote healthier and more sustainable work environments, essential for talent retention in such a dynamic and demanding sector. The study’s limitations include a geographically concentrated sample and the absence of longitudinal analysis.