Antecedentes e consequentes do comprometimento organizacional em uma IFES: proposição de um modelo teórico-conceitual

Abstract

The commitment has been a central construct in the study of Organizational Behavior, highlighting in the literature the three-dimensional model composed by the Affective, Normative and Continuation bases. Few models have tested simultaneous relationships between Organizational Commitment and different antecedent and consequent variables. In this perspective, the objective of this research is to elaborate a theoretical model that explains the Organizational Commitment, having People Management Practices (PM) as antecedents and Job Satisfaction and Turnover Intention as consequents. The specific objectives are: to identify the relation of the demographic / occupational characteristics with the Organizational Commitment; to identify which PM Practices influence Organizational Commitment; to verify the influence of the relationship between PM Practices and Organizational Commitment on Job Satisfaction; to verify the influence of the relationship between PM Practices and Organizational Commitment on Turnover Intention. The research is characterized as a survey with a quantitative approach, descriptive and explanatory and cross - sectional typologies, data collection through structured questionnaire with demographic / occupational questions and validated scales of the constructs. The sample consisted of 480 technical-administrative workers of a public institution. The data were analyzed through descriptive analysis, non-parametric tests, and structural equation modeling using SPSS, R and AMOS softwares. The results confirmed the validity of the proposed model involving Organizational Commitment, PM Practices as antecedents and Job Satisfaction and Turnover Intention as consequents. It was concluded that the Normative Commitment of the workers is influenced by the practices of Involvement and Remuneration and rewards, positively affecting the Job Satisfaction and negatively the Turnover Intention. It was evidenced that the demographic / occupational characteristics are related to the construct, as well as the practices of Involvement and Remuneration and rewards are predictive of the Organizational Commitment in its three bases. The relationship between PM Practices and Organizational Commitment influences Job Satisfaction in all its dimensions, predominantly promotions and salary. The relationship between PM Practices and Organizational Commitment influences the Turnover Intention, exclusively with the Normative basis. In addition, the practices of Recruitment and Selection, Training, Development and Education, Working Conditions and Performance and Competencies Evaluation weren’t significantly related to Organizational Commitment in the model, as well as the Affective and Continuation bases weren’t significantly related to Turnover Intention. This research contributes in the areas of People Management and Organizational and Work Psychology in the investigation of antecedents and consequents of the commitment through a more sophisticated statistical technique and, above all, in the elaboration of a model not yet explored in the literature that integrates the constructs studied here. In addition, it contributes to the existing knowledge through the test of PM Practices in a relevant public organization. Thus, the results of this study provide researchers with insight into some practices that could elevate Organizational Commitment, Job Satisfaction, and retention of workers of a public institution. This study also generates a diagnosis for the managers of the institution.