Organisational commitment among temporary workers

Detalhes bibliográficos
Autor(a) principal: Oliveira, Eduardo
Data de Publicação: 2011
Tipo de documento: Artigo
Idioma: por
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: https://doi.org/10.17575/rpsicol.v25i2.288
Resumo: Research on organisational commitment is motivating the interest of both the academics as well as the professionals in human resources management. Subordinated to the rules imposed by global competitiveness, organisations are adopting new forms of work organisation, namely by hiring temporary workers. Despite its significant increase, it is important to find theoretical contributions which help understanding the impacts of this new labour force on organisational commitment. The three­?dimensional model of organisational commitment designed by Meyer and Allen (1991) was confirmed for the Temporary Work Agency and for the User company. The importance of voluntariness of temporary workers in explaining significant differences on organisational commitment profiles wasn’t confirmed. The results reinforce the prevalence of organisational commitment’s nature over its target, no matter which type of contract connects the individual to the organisation. DOI: http://dx.doi.org/10.17575/rpsicol.v25i2.288
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spelling Organisational commitment among temporary workersEmpenhamento organizacional nos trabalhadores temporários-Research on organisational commitment is motivating the interest of both the academics as well as the professionals in human resources management. Subordinated to the rules imposed by global competitiveness, organisations are adopting new forms of work organisation, namely by hiring temporary workers. Despite its significant increase, it is important to find theoretical contributions which help understanding the impacts of this new labour force on organisational commitment. The three­?dimensional model of organisational commitment designed by Meyer and Allen (1991) was confirmed for the Temporary Work Agency and for the User company. The importance of voluntariness of temporary workers in explaining significant differences on organisational commitment profiles wasn’t confirmed. The results reinforce the prevalence of organisational commitment’s nature over its target, no matter which type of contract connects the individual to the organisation. DOI: http://dx.doi.org/10.17575/rpsicol.v25i2.288O estudo do empenhamento organizacional tem concitado interesse de académicos e profissionais da gestão de recursos humanos. Subjugadas aos imperativos da competitividade global, as organizações têm vindo a adoptar novas formas de trabalho. A contratação de trabalhadores temporários é um dos exemplos que concretiza essa estratégia. Apesar do aumento significativo deste tipo de trabalho, os contributos teóricos para a compreensão das mudanças da força de trabalho no empenhamento organizacional podem ainda ser robustecidos. O modelo tridimensional de empenhamento organizacional de Meyer e Allen (1991) foi confirmado para a Empresa de Trabalho Temporário e para a empresa Utilizadora. Não se observaram diferenças significativas nos perfis de empenhamento em função da voluntariedade no acesso ao trabalho temporário. Os resultados reforçam a prevalência da natureza do empenhamento organizacional sobre o alvo a que se reporta independentemente do vínculo contratual que une o indivíduo à organização. DOI: http://dx.doi.org/10.17575/rpsicol.v25i2.288Associação Portuguesa de Psicologia2011-12-01info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttps://doi.org/10.17575/rpsicol.v25i2.288https://doi.org/10.17575/rpsicol.v25i2.288PSICOLOGIA; Vol. 25 No. 2 (2011); 61-86PSICOLOGIA; Vol. 25 N.º 2 (2011); 61-862183-24710874-2049reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAPporhttps://revista.appsicologia.org/index.php/rpsicologia/article/view/288https://revista.appsicologia.org/index.php/rpsicologia/article/view/288/51Oliveira, Eduardoinfo:eu-repo/semantics/openAccess2023-11-09T12:48:56Zoai:oai.appsicologia.org:article/288Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:10:11.451981Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse
dc.title.none.fl_str_mv Organisational commitment among temporary workers
Empenhamento organizacional nos trabalhadores temporários
title Organisational commitment among temporary workers
spellingShingle Organisational commitment among temporary workers
Oliveira, Eduardo
-
title_short Organisational commitment among temporary workers
title_full Organisational commitment among temporary workers
title_fullStr Organisational commitment among temporary workers
title_full_unstemmed Organisational commitment among temporary workers
title_sort Organisational commitment among temporary workers
author Oliveira, Eduardo
author_facet Oliveira, Eduardo
author_role author
dc.contributor.author.fl_str_mv Oliveira, Eduardo
dc.subject.por.fl_str_mv -
topic -
description Research on organisational commitment is motivating the interest of both the academics as well as the professionals in human resources management. Subordinated to the rules imposed by global competitiveness, organisations are adopting new forms of work organisation, namely by hiring temporary workers. Despite its significant increase, it is important to find theoretical contributions which help understanding the impacts of this new labour force on organisational commitment. The three­?dimensional model of organisational commitment designed by Meyer and Allen (1991) was confirmed for the Temporary Work Agency and for the User company. The importance of voluntariness of temporary workers in explaining significant differences on organisational commitment profiles wasn’t confirmed. The results reinforce the prevalence of organisational commitment’s nature over its target, no matter which type of contract connects the individual to the organisation. DOI: http://dx.doi.org/10.17575/rpsicol.v25i2.288
publishDate 2011
dc.date.none.fl_str_mv 2011-12-01
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dc.type.driver.fl_str_mv info:eu-repo/semantics/article
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status_str publishedVersion
dc.identifier.uri.fl_str_mv https://doi.org/10.17575/rpsicol.v25i2.288
https://doi.org/10.17575/rpsicol.v25i2.288
url https://doi.org/10.17575/rpsicol.v25i2.288
dc.language.iso.fl_str_mv por
language por
dc.relation.none.fl_str_mv https://revista.appsicologia.org/index.php/rpsicologia/article/view/288
https://revista.appsicologia.org/index.php/rpsicologia/article/view/288/51
dc.rights.driver.fl_str_mv info:eu-repo/semantics/openAccess
eu_rights_str_mv openAccess
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dc.publisher.none.fl_str_mv Associação Portuguesa de Psicologia
publisher.none.fl_str_mv Associação Portuguesa de Psicologia
dc.source.none.fl_str_mv PSICOLOGIA; Vol. 25 No. 2 (2011); 61-86
PSICOLOGIA; Vol. 25 N.º 2 (2011); 61-86
2183-2471
0874-2049
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
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instname_str Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
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