755 resultados para Organizational Commitment
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O panorama atual da sociedade e das organizaes carece de compreender e conhecer se as competncias dos colaboradores esto ou no a ser aproveitadas dentro da organizao e/ou se as suas necessidades profissionais e pessoais esto a ser valorizadas. O presente estudo pretende evidenciar a importncia da gesto das expectativas na motivao e comprometimento organizacional de 152 colaboradores de uma organizao do setor farmacutico portugus. A anlise quantitativa dos dados foi realizada atravs do software SPSS e a qualitativa atravs de matrizes de anlise de contedo. Os resultados mostram quais so as expectativas dos colaboradores desde a sua integrao, os fatores que contribuem para os elevados nveis de motivao e comprometimento e como o trabalho desenvolvido pelas chefias comtempla a gesto das expectativas e motivaes. Consideramos que as expectativas so um pilar fulcral na gesto das equipas em prol da motivao e do comprometimento; The importance of managing the expectations of employees in increasing the motivation and organizational commitment Case Study Abstract: The current situation of society and organizations lack the understanding and knowing that the skills of employees are either not being utilized within the organization and / or their professional and personal needs are being valued. This study aims to highlight the importance of managing expectations in motivation and organizational commitment of 152 employees of an organization of the Portuguese pharmaceutical sector. The quantitative data analysis was performed using SPSS software and qualitative matrices through content analysis. The results show what the expectations of employees since its integration, the factors contributing to the high levels of motivation and commitment and how the work done by managers contemplates the management of expectations and motivations. We believe that the expectations are a key pillar in the management of teams for the sake of motivation and commitment.
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The theme Corporate Social Responsibility is relatively recent both in the academic field and in the business practice. Because of the lack of socialization of experiences and precision of concepts, there are gaps regarding the understanding of the subject and, also, how to conduct operations. This study just seeks to investigate such matter, focusing applications of social responsibility in business. It takes, as empirical field, winners of the PSQT - SESI Prize of Quality at Work in Rio Grande do Norte (2002-2007) in order to systematize the various approaches on the issue, aiming to reveal subjective visions and perspectives of the theme. It is characterized as a qualitative study, carried out by structured interview. The universe was composed by 15 companies. It was used analysis of content categorical as an axis for the interpretation of the information. Three approaches guided the analysis: Business Ethics, (normative); Business & Society (contractual); Social Issues Management (strategic). The findings are related in three ways: 1) reasons for the CSR practice; 2) the results obtained; 3) the means of CSR. It was found that the award participation occurs, mostly, linked to SESI invitations, so, as an articulated movement of industrial corporations in Brazil it occurs, also, because of the organizational commitment with the society and the possibility of internal and social growths and because of the importance attributed to the report as an instrument of consultancy. There are no indicators to check impacts of organizational interventions, in spite of the existence of planning for the actions. Social responsibility appears as a tool to reinforce the organizational image and to increase satisfaction of the employees. There is a tendency of large and medium firms to a contractual commitment while the small and the micros firms are on strategic or normative level. The analysis of the perspectives of social responsibility future revealed trends towards for strategic approach
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Este artigo visa testar um hexa-modelo dimensional do empenhamento organizacional sugerido em pesquisas anteriores de Rego (2002b, 2003). O modelo difere do esquema tri-dimensional mais comum (afectivo, normativo e instrumental) no que concerne a trs aspectos: a) a faceta afectiva desmembrada em duas (empenhamento afectivo; futuro comum); b) a faceta instrumental dividida nas facetas escassez de alternativas e sacrifcios elevados; c) sugerida uma nova dimenso, designada ausncia psicolgica e que representa o grau zero do empenhamento. A amostra constituda por 366 indivduos, com actividades profissionais bastante distintas. Anlises factoriais confirmatrias sugerem que o modelo de seis dimenses se ajusta satisfatoriamente aos dados, embora os modelos de quatro e cinco dimenses denotem igualmente boas qualidades psicomtricas.
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The social balance is turning into an instrument capable of identifying the Organizational Commitment socio-environmental. The objective of the Social Balance is to present the application of company resources on socio-environmental investments internally and externally. The research was developed based on the Balance Social and Sheet from Alumina North Brazil S / A, ALUNORTE, for fiscal years 2008 and 2009, with the purpose of describing the finding of the Balance Social and Sheet from ALUNORTE about social responsibility. To validate the proposal were doing comparisons between accounting and financial datas from Alunorte and Y.Yamada, in order to highlight what they say and indicators confirm the privileges of the first against second
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Currently the organizations are passing for continuous cycles of changes due to necessity of survival in the work market. The administration of the future points a way to the organizations of today and tomorrow, the search of the competitiveness from loyalty and motivation of its staff. Of this form, the model of the Auditoria do Sistema Humano (ASH), developed for Spanish researchers and that now it is being applied in Brazil, contemplates a series of dimensions about Human Resources management quality in the companies and the organizational effectiveness, such as the environment where the company is inserted, the strategies, the organizational drawing, the psychological and psychosocial processes, e the reached results. In this direction, the present research analyzed the factors of job satisfaction and organizational commitment, making, also, a relation of causality between the same ones. The quantitative-descriptive research had as population the employees of twenty three nourishing industries of the State of Rio Grande do Norte (Brazil), registered in the Federacy of the Industries of the state. The collection of the data occurred for the months of October of 2005 and March of 2006, by means of the application of questionnaire of model ASH. The sample was composed for 197 employees, however it was observed presence of five outliers, that they had been excluded from the analysis of the data. To extract the dimensions of the satisfaction and the commitment and identification the factorial analysis was used, with extraction method of principal components, rotation Varimax and normalization Kaiser. The gotten dimensions had been evaluated with the calculation of the coefficient Alpha of Cronbach. The factorial analysis of the pointers of the organizational commitment and identification had extracted ten factors. Of these, four had gotten significance of the analyses inside: affective commitment, values commitment, continuance commitment and necessity commitment. The result of the analysis of the pointers of job satisfaction indicated four factors: extrinsic, motivations, relation with the friends and auto-accomplishment. To deal with the data the relation between job satisfaction and organizational commitment it was used technique of multiple regression. The correlation between commitment and satisfaction was satisfactory, detaching the affective commitment with bigger index of correlation, followed of the affective one
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Repercussions of innovation adoption and diffusion studies have long been imperative to the success of novel introductions. However, perceptions and deductions of current innovation understandings have been changing over time. The paradigm shift from the goods-dominant (G-D) logic to the service-dominant (S-D) logic potentially makes the distinction between product (goods) innovation and service innovation redundant as the S-D logic lens views all innovations as service innovations (Vargo and Lusch, 2004; 2008; Lusch and Nambisan, 2015). From this perspective, product innovations are in essence service innovations, as goods serve as mere distribution mechanisms to deliver service. Nonetheless, the transition to such a broadened and transcending view of service innovation necessitates concurrently a change in the underlying models used to investigate innovation and its subsequent adoption. The present research addresses this gap by engendering a novel model for the most crucial period of service diffusion within the S-D logic context the post-initial adoption phase, which demarcates an individuals behavior after the initial adoption decision of a service. As a wellfounded understanding of service diffusion and the complementary innovation adoption still lingers in its infancy, the current study develops a model based on interdisciplinary domains mapping. Here fore, knowledge of the relatively established viral source domain is mapped to the comparatively undetermined target domain of service innovation adoption. To assess the model and test the importance of the explanatory variables, survey data from 750 respondents of a bank in Northern Germany is scrutinized by means of Structural Equation Modeling (SEM). The findings reveal that the continuance intention of a customer, actual usage of the service and the customer influencer value all constitute important postinitial adoption behavior that have meaningful implications for a successful service adoption. Second, the four constructs customer influencer value, organizational commitment, perceived usefulness and service customization are evidenced to have a differential impact on a iv customers post-initial adoption behavior. Third, this study indicates that post-initial adoption behavior further underlies the influence of a users age and besides that is also provoked by the internal and external environments of service adoption. Finally, this research amalgamates the broad view of service innovation by Nambisan and Lusch (2015) with the findings ensuing this enquirys model to arrive at a framework that it both, generalizable and practically applicable. Implications for academia and practitioners are captured along with avenues for future research.
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This study presents the results of field research of an exploratory descriptive character that seeks to identify the latent dimensions of leadership and organizational commitment as well as to discover the relationship between these two sets of indicators. In the study, 236 respondents were interviewed, 84 being managers or owners and 152 being sales personnel. The research was undertaken in five shopping centers in the municipality of Natal, capital of Rio Grande do Norte, and employed two different questionnaires. One of them was developed by Bass and Avolio, 1992 (in NORTHOUSE, 2004), contained 21 indicators of leadership and was completed by store managers. The other instrument, completed by sales personnel in the stores, was developed by Medeiros, Albuquerque, Marques and Siqueira (2003) and contained a total of 28 indicators of organizational commitment. For the analysis of the data, factor analysis techniques and structural equations modeling were used. Using the factor analysis, five dimensions of leadership and seven dimensions of organizational commitment were found, all of which have a theoretical basis for their explanation. Through the structural equations modeling, a relationship was established between leadership and organizational commitment, in which it was possible to observe that certain leadership styles influence in a positive form the commitment of the employee
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O projeto realizou-se num contexto onde as organizaes mantm os funcionrios conectados, motivados, e satisfeitos pessoal e profissionalmente, onde em companhia dos seus lderes, marcham em busca da to desejada progresso organizacional, maximizando o lucro e minimizando os custos continuamente. Por este motivo, decidiu-se elaborar o projeto, cujo objetivo avaliar/examinar duas variveis, a Satisfao Laboral e o Compromisso Organizacional, destacando uma possvel associao entre ambas. O universo em anlise a populao da empresa angolana no sector da informao, empresa integrada no mercado angolano, cujo objeto de trabalho passa por recolher, tratar e distribuir a informao, nacional e internacionalmente. A mesma teve a amabilidade que disponibilizar os seus 172 colaboradores como amostra para fazer parte deste projeto. Para o estudo foram utilizadas metodologias quantitativas, aplicando-se dois questionrios. O primeiro, de Warr, Cook e Wall referente a Satisfao Laboral, e o segundo, de Allen Meyer, refere-se ao Compromisso Organizacional, ambos previamente aprovados/certificados, e utilizados anteriormente com as referidas variveis. Relativamente aos resultados, observou-se a existncia de um impacto significativo entre a varivel Satisfao Laboral e a varivel Compromisso Organizacional; tento a primeira uma influncia positiva sobre a segunda. Os resultados do estudo concluram que os valores provenientes da correlao de Pearson (Tabela) demonstram o esperado, isto , existe uma associao positiva com intensidade moderada, fortes e muito fortes (0.60 a 0.97) entre a varivel Satisfao laboral Compromisso laboral.
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Dissertao de Mestrado em Polticas de Desenvolvimento dos Recursos Humanos
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Considerada um dos elementos basilares para uma cabal e completa prossecuo dos objetivos das instituies, a avaliao de desempenho permite valorizar o elemento distintivo das organizaes, o ser humano. neste contexto holstico, centrado na necessidade objetiva de incrementar o empenhamento organizacional, que a Guarda Nacional Republicana procura, atravs da aplicao do seu Regulamento de Avaliao de Mrito, avaliar o desempenho dos seus militares, no sentido de verificar em que medida estes contribuem para os fins ltimos definidos para a instituio. Deste modo, torna-se evidente a importncia de, concomitantemente, investigar de que forma este sistema de avaliao aceite, interiorizado e percebido pelos militares da instituio e compreender se esse sistema de avaliao se assume como uma mais-valia objetiva na promoo do empenho operacional, permitindo o desenvolvimento da carreira dos mais capazes e orientados para a tarefa institucional. Assim, considerando a unicidade que se encontra adjudicada categoria profissional de Oficiais, nicos elementos do sistema avaliativo que so, cumulativamente, avaliados e avaliadores, a presente pesquisa, atravs da aplicao de um questionrio a uma amostra de 294 Oficiais, procura saber qual a representao social que estes tm do sistema de avaliao em vigor na Guarda Nacional Republicana. Abstract: Seen as an essential element for a complete and exact prosecution of the institutions aims, the evaluation of the performance allows the recognition of the organizations distinctive element, the human being. Its in this holistic context, centralized around the objective need to increment the organizational commitment, that the Guarda Nacional Republicana tries to evaluate the performance of its militaries, through the application of its Merit Assessment Regulations, as a manner of verifying the way these contribute to the defined aims of the institution. Therefore, it is of evident importance the investigation that, concomitantly, analyses how the evaluation system is accepted, interiorized and understood by the militaries of the institution, along with understanding how much that same evaluation system comes as an objective advantage on the promotion of the operational performance, allowing the development of the career of the more capable and guided for the institutional mission. According to this, and considering the unity that is adjudicated to the professional category of Officials, the only elements of the evaluation system that are both evaluated and evaluators, this research, through the use of a set of questions made to a sample of 294 Officials, tries to discover the social representation that they have of the evaluation system that is now applied in the Guarda Nacional Republicana.
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Mestrado em Cincias Empresariais
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Dissertao de Mestrado, Psicologia Social e das Organizaes, Faculdade de Cincias Humanas e Sociais, Universidade do Algarve, 2015
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Dissertao de Mestrado, Gesto de Recursos Humanos, Escola Superior de Gesto, Hotelaria e Turismo, Faculdade de Cincias Humanas e Sociais, Universidade do Algarve, 2015
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Dissertao de Mestrado, Gesto de Recursos Humanos, Escola Superior de Gesto, Hotelaria e Turismo, Faculdade de Cincias Humanas e Sociais, Universidade do Algarve, 2016
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La conscience de lenvironnement daffaires est dfinie comme lensemble des savoirs dtenus par les employs non-cadres par rapport lenvironnement daffaires interne et externe de leur organisation. Elle se manifeste lorsque lemploy est impliqu dans la prise de dcision ou rsolution de problme affectant lentreprise. Ce travail a comme objectifs la validation dune chelle de mesure du concept ltude, ainsi que la vrification de sa validit de construit et nomologique. Lensemble initial ditems de lchelle de mesure a t dtermin suite des entrevues avec les employs dorganisations participantes (Gauvreau-Jean, 2008). Lensemble initial de 40 items a t test avec un chantillon de 508 employs dune manufacture. Suite des ajustements, lchelle modifie couvre quatre dimensions du construit. Ladquation de son contenu a ensuite t mise lpreuve par deux groupes cibles et deux valuations expertes (Lessard, 2014). Finalement, dans le cadre de notre tude, la validit du contenu et nomologique de lchelle modifie (contenant 24 items) a t teste avec 330 employs de premire ligne de quatre entreprises. Les quatre dimensions du construit furent supportes, la fiabilit de lchelle tait haute, puis les hypothses reliant la conscience de lenvironnement avec les caractristiques au travail, lvaluation de la performance par un superviseur et lengagement affectif furent supportes galement. Un autre sondage complt par les gestionnaires (n=43) avait comme but une valuation de la performance contextuelle des employs superviss. Le dveloppement de lchelle 24 items sur la conscience de lenvironnement daffaires pourrait rpondre aux questions portant sur la participation de lemploy et lefficacit organisationnelle.