Person-Organization Fit e satisfação no trabalho: de que forma a identificação organizacional influencia esta relação e quais as consequências para o Turnover
Miniatura indisponível
Ficheiros
Data
2015
Autores
Título da revista
ISSN da revista
Título do Volume
Editora
Resumo
A presente investigação visou estudar as relações existentes entre P-O Fit, ou seja o ajuste entre os valores pessoais e organizacionais e satisfação no trabalho e P-O Fit e intenção de turnover. Ainda, se pretendeu demonstrar se a identificação organizacional pode ter influência nestas relações.
A amostra foi constituída por 80 indivíduos que trabalham em empresas, tanto no setor privado como no público. Os participantes responderam a um questionário composto pelas seguintes escalas: Inventário de Valores Organizacionais (Tamayo, Mendes & Paz, 2000), Portrait Values Questionnaire (Schwartz, 1992), Perceived Person–Organization Fit (Cable & Judge, 1996), Escala de Identificação Organizacional (Mael & Asforth, 1992), Job Satisfaction Survey (Spector, 1997), Escala de Bem-Estar Afetivo no Trabalho (Katwyk, Fox, Spector & Kelloway, 2000), Anticipated Turnover Scale (Hinshaw, Atwood, Gerber & Erickson, 1987, cit. in Gaspar, 1990).
Os resultados mostram que a identificação exerce um papel moderador na relação entre o P-O Fit e a satisfação no trabalho e na relação entre o P-O Fit e a intenção de turnover. Mostrou-se também que a satisfação tem um papel mediador na relação entre o P-O Fit e a intenção de turnover.
This research aimed to study the relationship between P-O Fit, the congruence between personal and organizational values, and job satisfaction and P-O Fit and turnover intentions. Moreover, it was tested whether organizational identification influences these relationships. The sample consisted of 80 participants working at companies in both private and public sector. The questionnaire was composed of the following scales: Inventory of Organizational Values (Tamayo, Mendes & Paz, 2000), Portrait Values Questionnaire (Schwartz, 1992) Perceived Person-Organization Fit (Cable & Judge, 1996), Organizational Identification Scale (Mael & Asforth, 1992), Job Satisfaction Survey (Spector, 1997), Job-Related Affective Well-Being Scale (Katwyk, Fox, Spector & Kelloway, 2000) Anticipated Turnover Scale (Hinshaw, Atwood, Gerber & Erickson, 1987, cit. in Gaspar, 1990). The results show that identification plays a moderating role in the relationship between P-O Fit and job satisfaction and the relationship between P-O Fit and turnover intentions. Also, satisfaction has a mediating role in the relationship between P-O Fit and turnover intention.
This research aimed to study the relationship between P-O Fit, the congruence between personal and organizational values, and job satisfaction and P-O Fit and turnover intentions. Moreover, it was tested whether organizational identification influences these relationships. The sample consisted of 80 participants working at companies in both private and public sector. The questionnaire was composed of the following scales: Inventory of Organizational Values (Tamayo, Mendes & Paz, 2000), Portrait Values Questionnaire (Schwartz, 1992) Perceived Person-Organization Fit (Cable & Judge, 1996), Organizational Identification Scale (Mael & Asforth, 1992), Job Satisfaction Survey (Spector, 1997), Job-Related Affective Well-Being Scale (Katwyk, Fox, Spector & Kelloway, 2000) Anticipated Turnover Scale (Hinshaw, Atwood, Gerber & Erickson, 1987, cit. in Gaspar, 1990). The results show that identification plays a moderating role in the relationship between P-O Fit and job satisfaction and the relationship between P-O Fit and turnover intentions. Also, satisfaction has a mediating role in the relationship between P-O Fit and turnover intention.
Descrição
Orientação: Mauro Bianchi
Palavras-chave
PSICOLOGIA, PSICOLOGIA ORGANIZACIONAL, SATISFAÇÃO PROFISSIONAL, IDENTIDADE, AMBIENTE DE TRABALHO, TURNOVER, RELAÇÃO TRABALHADORES-EMPRESA, MESTRADO EM PSICOLOGIA SOCIAL E DAS ORGANIZAÇÕES, PSYCHOLOGY, ORGANIZATIONAL PSYCHOLOGY, IDENTITY, PROFESSIONAL SATISFACTION, WORK ENVIRONMENT, TURNOVER, EMPLOYEE-EMPLOYER RELATIONS