People Management Practices, Managerial Innovation, and Organizational Commitment Profiles
Autor(a) principal: | |
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Data de Publicação: | 2022 |
Outros Autores: | , |
Tipo de documento: | Artigo |
Idioma: | eng por |
Título da fonte: | Revista Brasileira de Gestão de Negócios (Online) |
Texto Completo: | https://rbgn.fecap.br/RBGN/article/view/4207 |
Resumo: | Purpose – This study aimed to investigate whether managerial innovation and people management practices focused on innovation act as antecedents of organizational commitment profiles. Theoretical framework – For the investigation of organizational commitment, we used the three-component model (TCM) (Meyer & Allen, 1991) and the commitment profiles approach (Meyer, Stanley, & Parfyonova, 2012). For the investigation of managerial innovation and people management practices focused on innovation, we considered the contributions of Laursen and Foss (2011) and Lopes (2017), as well as other studies from the national and international literature. Methodology – This is quantitative, explanatory field research, using a sociodemographic questionnaire and Likert scales, with a sample of 470 workers. The research field was composed of two federal universities, on 10 campuses, located in the Brazilian northeast. For the data analysis, we used descriptive statistics, exploratory factor analysis, latent profile analysis, and binary logistic regressions. Findings – We identified four organizational commitment profiles: strongly uncommitted; moderately committed; committed; and uncommitted. Only the delegation and tangible and intangible incentives practices acted as antecedents for certain profiles. Practical & social implications of research – The main theoretical contributions were the outlining of organizational commitment profiles and highlighting of people management practices focused on innovation with predictive power in relation to such profiles, which may suggest, for management, the strengthening of practices focused on innovation that promote workers’ commitment at public universities. Originality/value – The originality of the research lies in it addressing organizational commitment profiles, connecting them with managerial innovation and people management practices focused on innovation, which seeks to contribute to overcoming the research gaps at a national level. Keywords – organizational commitment profiles; managerial innovation; people management practices focused on innovation. |
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People Management Practices, Managerial Innovation, and Organizational Commitment ProfilesPráticas de gestão de pessoas, inovação gerencial e perfis de comprometimento organizacionalPurpose – This study aimed to investigate whether managerial innovation and people management practices focused on innovation act as antecedents of organizational commitment profiles. Theoretical framework – For the investigation of organizational commitment, we used the three-component model (TCM) (Meyer & Allen, 1991) and the commitment profiles approach (Meyer, Stanley, & Parfyonova, 2012). For the investigation of managerial innovation and people management practices focused on innovation, we considered the contributions of Laursen and Foss (2011) and Lopes (2017), as well as other studies from the national and international literature. Methodology – This is quantitative, explanatory field research, using a sociodemographic questionnaire and Likert scales, with a sample of 470 workers. The research field was composed of two federal universities, on 10 campuses, located in the Brazilian northeast. For the data analysis, we used descriptive statistics, exploratory factor analysis, latent profile analysis, and binary logistic regressions. Findings – We identified four organizational commitment profiles: strongly uncommitted; moderately committed; committed; and uncommitted. Only the delegation and tangible and intangible incentives practices acted as antecedents for certain profiles. Practical & social implications of research – The main theoretical contributions were the outlining of organizational commitment profiles and highlighting of people management practices focused on innovation with predictive power in relation to such profiles, which may suggest, for management, the strengthening of practices focused on innovation that promote workers’ commitment at public universities. Originality/value – The originality of the research lies in it addressing organizational commitment profiles, connecting them with managerial innovation and people management practices focused on innovation, which seeks to contribute to overcoming the research gaps at a national level. Keywords – organizational commitment profiles; managerial innovation; people management practices focused on innovation.Objetivo – Este estudo teve como objetivo investigar se a inovação gerencial e as práticas de gestão de pessoas orientadas à inovação atuam como antecedentes de perfis de comprometimento organizacional. Referencial teórico – Para a investigação do comprometimento organizacional, utilizaram-se o modelo de três componentes (MTC) (Meyer & Allen, 1991) e a abordagem de perfis de comprometimento (Meyer, Stanley & Parfyonova, 2012). Para a investigação da inovação gerencial e práticas de gestão de pessoas orientadas à inovação, consideraram-se as contribuições de Laursen e Foss (2011) e Lopes (2017), além de outros estudos da literatura nacional e internacional. Metodologia – Trata-se de uma pesquisa quantitativa, explicativa e de campo, que utilizou um questionário sociodemográfico e escalas Likert, com amostra de 470 trabalhadores. O campo de pesquisa consistiu em duas universidades federais, em dez campi, localizadas no nordeste brasileiro. Para a análise dos dados, utilizaram-se a estatística descritiva, a análise fatorial exploratória, a análise de perfil latente e regressões logísticas binárias. Resultados – Identificaram-se quatro perfis de comprometimento organizacional: fortemente descomprometido; moderadamente comprometido; comprometido; e descomprometido. apenas as práticas de delegação e incentivos tangíveis e intangíveis atuaram como antecedentes para determinados perfis. Implicações práticas e sociais da pesquisa – As principais contribuições teóricas foram: o delineamento de perfis de comprometimento organizacional e o destaque das práticas de gestão de pessoas orientadas à inovação com poder preditivo em relação a tais perfis, o que pode sugerir, para a gestão, o fortalecimento de práticas orientadas à inovação que promovam o comprometimento dos trabalhadores nas universidades públicas. Contribuições – A originalidade da pesquisa consiste em abordar perfis de comprometimento organizacional, articulando-os à inovação gerencial e práticas de gestão de pessoas orientadas à inovação, que busca contribuir para o preenchimento de lacunas de pesquisa em nível nacional. Palavras-chave – Perfis de comprometimento organizacional, inovação gerencial, práticas de gestão de pessoas orientadas à inovação.FECAP2022-12-13info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionAvaliado por paresapplication/pdfapplication/pdfhttps://rbgn.fecap.br/RBGN/article/view/420710.7819/rbgn.v24i4.4207Review of Business Management; Vol. 24 No. 4 (2022)RBGN Revista Brasileira de Gestão de Negócios; Vol. 24 Núm. 4 (2022)RBGN - Revista Brasileira de Gestão de Negócios; v. 24 n. 4 (2022)1983-08071806-4892reponame:Revista Brasileira de Gestão de Negócios (Online)instname:Fundação Escola de Comércio Álvares Penteado (FECAP)instacron:FECAPengporhttps://rbgn.fecap.br/RBGN/article/view/4207/1901https://rbgn.fecap.br/RBGN/article/view/4207/1902Copyright (c) 2022 Review of Business Managementinfo:eu-repo/semantics/openAccessMontenegro, AdautoPinho, Ana Paula Tupinambá, Antonio2022-12-13T19:23:46Zoai:ojs.emnuvens.com.br:article/4207Revistahttp://rbgn.fecap.br/RBGN/indexhttps://rbgn.fecap.br/RBGN/oai||jmauricio@fecap.br1983-08071806-4892opendoar:2022-12-13T19:23:46Revista Brasileira de Gestão de Negócios (Online) - Fundação Escola de Comércio Álvares Penteado (FECAP)false |
dc.title.none.fl_str_mv |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles Práticas de gestão de pessoas, inovação gerencial e perfis de comprometimento organizacional |
title |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
spellingShingle |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles Montenegro, Adauto |
title_short |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
title_full |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
title_fullStr |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
title_full_unstemmed |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
title_sort |
People Management Practices, Managerial Innovation, and Organizational Commitment Profiles |
author |
Montenegro, Adauto |
author_facet |
Montenegro, Adauto Pinho, Ana Paula Tupinambá, Antonio |
author_role |
author |
author2 |
Pinho, Ana Paula Tupinambá, Antonio |
author2_role |
author author |
dc.contributor.author.fl_str_mv |
Montenegro, Adauto Pinho, Ana Paula Tupinambá, Antonio |
description |
Purpose – This study aimed to investigate whether managerial innovation and people management practices focused on innovation act as antecedents of organizational commitment profiles. Theoretical framework – For the investigation of organizational commitment, we used the three-component model (TCM) (Meyer & Allen, 1991) and the commitment profiles approach (Meyer, Stanley, & Parfyonova, 2012). For the investigation of managerial innovation and people management practices focused on innovation, we considered the contributions of Laursen and Foss (2011) and Lopes (2017), as well as other studies from the national and international literature. Methodology – This is quantitative, explanatory field research, using a sociodemographic questionnaire and Likert scales, with a sample of 470 workers. The research field was composed of two federal universities, on 10 campuses, located in the Brazilian northeast. For the data analysis, we used descriptive statistics, exploratory factor analysis, latent profile analysis, and binary logistic regressions. Findings – We identified four organizational commitment profiles: strongly uncommitted; moderately committed; committed; and uncommitted. Only the delegation and tangible and intangible incentives practices acted as antecedents for certain profiles. Practical & social implications of research – The main theoretical contributions were the outlining of organizational commitment profiles and highlighting of people management practices focused on innovation with predictive power in relation to such profiles, which may suggest, for management, the strengthening of practices focused on innovation that promote workers’ commitment at public universities. Originality/value – The originality of the research lies in it addressing organizational commitment profiles, connecting them with managerial innovation and people management practices focused on innovation, which seeks to contribute to overcoming the research gaps at a national level. Keywords – organizational commitment profiles; managerial innovation; people management practices focused on innovation. |
publishDate |
2022 |
dc.date.none.fl_str_mv |
2022-12-13 |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion Avaliado por pares |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://rbgn.fecap.br/RBGN/article/view/4207 10.7819/rbgn.v24i4.4207 |
url |
https://rbgn.fecap.br/RBGN/article/view/4207 |
identifier_str_mv |
10.7819/rbgn.v24i4.4207 |
dc.language.iso.fl_str_mv |
eng por |
language |
eng por |
dc.relation.none.fl_str_mv |
https://rbgn.fecap.br/RBGN/article/view/4207/1901 https://rbgn.fecap.br/RBGN/article/view/4207/1902 |
dc.rights.driver.fl_str_mv |
Copyright (c) 2022 Review of Business Management info:eu-repo/semantics/openAccess |
rights_invalid_str_mv |
Copyright (c) 2022 Review of Business Management |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf application/pdf |
dc.publisher.none.fl_str_mv |
FECAP |
publisher.none.fl_str_mv |
FECAP |
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Review of Business Management; Vol. 24 No. 4 (2022) RBGN Revista Brasileira de Gestão de Negócios; Vol. 24 Núm. 4 (2022) RBGN - Revista Brasileira de Gestão de Negócios; v. 24 n. 4 (2022) 1983-0807 1806-4892 reponame:Revista Brasileira de Gestão de Negócios (Online) instname:Fundação Escola de Comércio Álvares Penteado (FECAP) instacron:FECAP |
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Fundação Escola de Comércio Álvares Penteado (FECAP) |
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FECAP |
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FECAP |
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Revista Brasileira de Gestão de Negócios (Online) |
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Revista Brasileira de Gestão de Negócios (Online) |
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Revista Brasileira de Gestão de Negócios (Online) - Fundação Escola de Comércio Álvares Penteado (FECAP) |
repository.mail.fl_str_mv |
||jmauricio@fecap.br |
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