Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes

Detalhes bibliográficos
Autor(a) principal: Tomazzoni, Gean Carlos
Data de Publicação: 2017
Tipo de documento: Dissertação
Idioma: por
Título da fonte: Manancial - Repositório Digital da UFSM
dARK ID: ark:/26339/001300000dsdn
Texto Completo: http://repositorio.ufsm.br/handle/1/13231
Resumo: This paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization.
id UFSM_bae7df288ff16187151fbcda0639b02c
oai_identifier_str oai:repositorio.ufsm.br:1/13231
network_acronym_str UFSM
network_name_str Manancial - Repositório Digital da UFSM
repository_id_str
spelling Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentesLinkages of commitment, entrenchment and consent of Individual with the organization: exploring his antecedent and consequentialComprometimento organizacionalEntrincheiramento organizacionalConsentimento organizacionalValores organizacionaisDesempenho no trabalhoOrganizational commitmentOrganizational entrenchmentOrganizational consentOrganizational valuesWork performanceCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOThis paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization.Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPESEste trabalho tem por objetivo desenvolver um modelo que analise as influências dos valores organizacionais nos vínculos de comprometimento, entrincheiramento e consentimento organizacionais, como variável antecedente e o desempenho no trabalho, como variável consequente. Para alcançar o objetivo traçado, realizou-se uma pesquisa de natureza exploratória e conclusiva descritiva e explicativa, com o emprego de abordagem de métodos mistos, quantitativos e qualitativos. Assim, a pesquisa foi estruturada e duas fases: fase I – quantitativa e fase II – qualitativa. Na primeira fase, os dados foram coletados a partir da aplicação de um questionário de pesquisa fechado, que integrou questões referentes aos vínculos de comprometimento, entrincheiramento e consentimento organizacionais, valores organizacionais e desempenho no trabalho. Para os dados quantitativos, a análise de dados foi operacionalizada por meio da técnica de modelagem de equações estruturais. Na segunda fase, os dados foram coletados por meio da realização de entrevistas semiestruturadas com os gestores. A análise dos dados qualitativos foi realizada com o emprego da técnica de análise de conteúdo. Os resultados permitiram identificar que sistemas de valores distintos determinam o estabelecimento de cada vínculo organizacional, sendo que um conjunto maior de valores é compreendido pelos gestores como associado ao vínculo de comprometimento. Ao testar as influências entres os construtos, verificou-se que as dimensões preocupação com a coletividade, autonomia, domínio e bem-estar são valores organizacionais com poder para explicar, em partes, o vínculo de comprometimento. Ainda, observou-se que o bem-estar é um preditor do vínculo de entrincheiramento e a realização e o domínio do consentimento. Sobre os consequentes, verificou-se que o comprometimento e consentimento conseguiram explicar o desempenho do indivíduo no trabalho, sendo que o entrincheiramento não apresentou relação de influência significante com este construto. A realização das entrevistas permitiu apontar que o desempenho do indivíduo comprometido se distingue consideravelmente do tipo de desempenho desencadeado por trabalhadores entrincheirados ou consentidos. Observou-se que o conceito do que é um “bom trabalhador” assemelha-se com características que explicam a noção do vínculo de comprometimento. As denominações atribuídas pelos gestores para cada vínculo, revelam um sentido ativo para as características de estar comprometido, um sentido pejorativo para estar entrincheirado e um sentido passivo para estar consentido. Espera-se que os resultados deste estudo contribuam para o progresso do delineamento teórico e conceitual dos diferentes vínculos desenvolvidos pelo trabalhador com a sua organização.Universidade Federal de Santa MariaBrasilAdministraçãoUFSMPrograma de Pós-Graduação em AdministraçãoCentro de Ciências Sociais e HumanasCosta, Vânia Medianeira Floreshttp://lattes.cnpq.br/0180563343119839Medeiros, Carlos Alberto Freirehttp://lattes.cnpq.br/9398091583694583Lopes, Luis Felipe Diashttp://lattes.cnpq.br/1074372911061770Tomazzoni, Gean Carlos2018-05-22T12:14:04Z2018-05-22T12:14:04Z2017-02-22info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://repositorio.ufsm.br/handle/1/13231ark:/26339/001300000dsdnporAttribution-NonCommercial-NoDerivatives 4.0 Internationalhttp://creativecommons.org/licenses/by-nc-nd/4.0/info:eu-repo/semantics/openAccessreponame:Manancial - Repositório Digital da UFSMinstname:Universidade Federal de Santa Maria (UFSM)instacron:UFSM2018-05-22T12:14:04Zoai:repositorio.ufsm.br:1/13231Biblioteca Digital de Teses e Dissertaçõeshttps://repositorio.ufsm.br/ONGhttps://repositorio.ufsm.br/oai/requestatendimento.sib@ufsm.br||tedebc@gmail.comopendoar:2018-05-22T12:14:04Manancial - Repositório Digital da UFSM - Universidade Federal de Santa Maria (UFSM)false
dc.title.none.fl_str_mv Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
Linkages of commitment, entrenchment and consent of Individual with the organization: exploring his antecedent and consequential
title Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
spellingShingle Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
Tomazzoni, Gean Carlos
Comprometimento organizacional
Entrincheiramento organizacional
Consentimento organizacional
Valores organizacionais
Desempenho no trabalho
Organizational commitment
Organizational entrenchment
Organizational consent
Organizational values
Work performance
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
title_short Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
title_full Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
title_fullStr Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
title_full_unstemmed Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
title_sort Vínculos de comprometimento, entrincheiramento e consentimento do indivíduo com a organização: explorando seus antecedentes e consequentes
author Tomazzoni, Gean Carlos
author_facet Tomazzoni, Gean Carlos
author_role author
dc.contributor.none.fl_str_mv Costa, Vânia Medianeira Flores
http://lattes.cnpq.br/0180563343119839
Medeiros, Carlos Alberto Freire
http://lattes.cnpq.br/9398091583694583
Lopes, Luis Felipe Dias
http://lattes.cnpq.br/1074372911061770
dc.contributor.author.fl_str_mv Tomazzoni, Gean Carlos
dc.subject.por.fl_str_mv Comprometimento organizacional
Entrincheiramento organizacional
Consentimento organizacional
Valores organizacionais
Desempenho no trabalho
Organizational commitment
Organizational entrenchment
Organizational consent
Organizational values
Work performance
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
topic Comprometimento organizacional
Entrincheiramento organizacional
Consentimento organizacional
Valores organizacionais
Desempenho no trabalho
Organizational commitment
Organizational entrenchment
Organizational consent
Organizational values
Work performance
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
description This paper aims to develop a model that analyzes the influences of organizational values on organizational commitment, entrenchment and consent, as antecedent variable, and work performance, as a consequent variable. In order to reach the goal outlined, a research of an exploratory and conclusive descriptive and explanatory nature was carried out, using a mixed, quantitative and qualitative approach. Thus, the research was structured and two phases: phase I - quantitative and phase II - qualitative. In the first phase, the data were collected from the application of a closed questionnaire, which integrated questions related to commitment, entrenchment and consent, organizational values and work performance. For the quantitative data, the data analysis was performed using the structural equation modeling technique. In the second phase, the data were collected through semi-structured interviews with the managers. The analysis of the qualitative data was carried out using the technique of content analysis. The results allowed to identify which systems of different values determine the establishment of each organizational ties, and a larger set of values is understood by the managers as associated to the commitment ties. When testing the influences between the constructs, it was verified that the dimensions concern with the collectivity, autonomy, dominance and well-being are organizational values with power to explain, in parts, the tie of commitment. Yet, it has been observed that well-being is a predictor of the tie of entrenchment and the realization and mastery of consent. On the consequent, it was verified that the commitment and consent were able to explain the performance of the individual in the work, being the entrenchment did not present significant relation of influence with this construct. The interviews allowed to indicate that the performance of the compromised individual is considerably different from the type of performance triggered by entrenched or consenting workers. It was observed that the concept of what is a "good worker" resembles characteristics that explain the notion of the tie of commitment. The denominations assigned by managers for each ties reveal an active sense for the characteristics of being compromised, a pejorative sense for being entrenched, and a passive sense for consent. It is hoped that the results of this study contribute to the progress of the theoretical and conceptual design of the different ties developed by the worker with his organization.
publishDate 2017
dc.date.none.fl_str_mv 2017-02-22
2018-05-22T12:14:04Z
2018-05-22T12:14:04Z
dc.type.status.fl_str_mv info:eu-repo/semantics/publishedVersion
dc.type.driver.fl_str_mv info:eu-repo/semantics/masterThesis
format masterThesis
status_str publishedVersion
dc.identifier.uri.fl_str_mv http://repositorio.ufsm.br/handle/1/13231
dc.identifier.dark.fl_str_mv ark:/26339/001300000dsdn
url http://repositorio.ufsm.br/handle/1/13231
identifier_str_mv ark:/26339/001300000dsdn
dc.language.iso.fl_str_mv por
language por
dc.rights.driver.fl_str_mv Attribution-NonCommercial-NoDerivatives 4.0 International
http://creativecommons.org/licenses/by-nc-nd/4.0/
info:eu-repo/semantics/openAccess
rights_invalid_str_mv Attribution-NonCommercial-NoDerivatives 4.0 International
http://creativecommons.org/licenses/by-nc-nd/4.0/
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv Universidade Federal de Santa Maria
Brasil
Administração
UFSM
Programa de Pós-Graduação em Administração
Centro de Ciências Sociais e Humanas
publisher.none.fl_str_mv Universidade Federal de Santa Maria
Brasil
Administração
UFSM
Programa de Pós-Graduação em Administração
Centro de Ciências Sociais e Humanas
dc.source.none.fl_str_mv reponame:Manancial - Repositório Digital da UFSM
instname:Universidade Federal de Santa Maria (UFSM)
instacron:UFSM
instname_str Universidade Federal de Santa Maria (UFSM)
instacron_str UFSM
institution UFSM
reponame_str Manancial - Repositório Digital da UFSM
collection Manancial - Repositório Digital da UFSM
repository.name.fl_str_mv Manancial - Repositório Digital da UFSM - Universidade Federal de Santa Maria (UFSM)
repository.mail.fl_str_mv atendimento.sib@ufsm.br||tedebc@gmail.com
_version_ 1815172329251012608