Analysis of the authentizotic profile of an Angolan organization and its impact on employees

• Autor(a) principal: Cairrão, Álvaro
• Data de Publicação: 2019
• Outros Autores: Cardoso, António, Figueiredo, Jorge, Pereira, Manuel, Rodrigues, Pedro, Freitas, Elizabeth
• Tipo de documento: Artigo
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/11328/2596
• topic: Authentizotic; Satisfaction; Commitment; Performance; Turnover Intention

This study applies a methodology to recognize and analyse an authentizotic organization environment’s and its relationship with turnover intention, organizational commitment, job performance and satisfaction in an Angolan organizationa working as a medical supply repository. Based upon the available theory on which was reflected about the organizations’ area and the characteristics of authentizotic organizations, the problem of knowledge that was behind this research was-What is the importance of an authentizotic environment in an organization working as a medical supply repository and its relation with the intention of turnover, organizational commitment, professional performance and employees’ satisfaction? In order to understand an authentizotic environment organization we have used a scale with the following dimensions: commitment, performance, satisfaction and turnover intention. In academic perspective, this work contributes to a better understanding of the determinants of the authentizotic organizations management behaviour, and for the solidification of knowledge in the area. In a professional perspective, this work helps managers to operate more legitimate decisions from the perspective of creating value in organizations from the perspective of quality of authentizotic environment. Moreover, this pioneering study in Angola can contribute to the development of organizations in the area. The main objective of this research is to analyse the organization's authentizotic environment and its relation to turnover intention, organizational commitment, professional performance, employees’ satisfaction, and turnover intentions. The results pointed out that, generally speaking, the respondents are satisfied with the organization for which they work, at the same time that indicated that they are satisfied with the various dimensions of organizational climate.