Comprometimento organizacional como preditor das intenções de abandono: cultura organizacional como variável moderadora
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2013
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O presente estudo tem como objectivo estudar a influência das três componentes do compromisso organizacional nas intenções de abandono, determinando a componente que pode ser considerada como preditora deste comportamento, analisando o papel da cultura organizacional como moderadora desta relação.
A amostra do estudo é constituída por 120 participantes originários de diversas pequenas e médias empresas, sendo que 61 são do sexo feminino e 59 do masculino, com idades compreendidas entre os 19 e 61 anos.
No que concerne à metodologia, aplicou-se uma escala para analisar as intenções de abandono, um questionário para o comprometimento organizacional baseado no modelo de Meyer e Allen e por fim uma escala para a cultura organizacional.
Os resultados evidenciaram que as estratégias correspondentes às intenções de abandono são determinadas pelo comprometimento organizacional. Contudo, esta relação não é moderada pela cultura.
The aims of the present study is to analyze the influence of the three components of organizational commitment in Withdraw intentions , determining the component that can be regarded as a predictor of this behavior , analyzing the role of organizational culture as a moderator of this relationship . The study sample is made up of 120 participants from several small and medium enterprises, of which 61 are females and 59 males, aged between 19 and 61 years. The chosen methodology, were composed by one scale to analyze the intentions to leave, a questionnaire to organizational commitment based on Meyer and Allen model and finally a scale for organizational culture. The results showed that strategies corresponding to the withdraw intentions are determined by organizational commitment. However, this relationship isn’t moderated by culture.
The aims of the present study is to analyze the influence of the three components of organizational commitment in Withdraw intentions , determining the component that can be regarded as a predictor of this behavior , analyzing the role of organizational culture as a moderator of this relationship . The study sample is made up of 120 participants from several small and medium enterprises, of which 61 are females and 59 males, aged between 19 and 61 years. The chosen methodology, were composed by one scale to analyze the intentions to leave, a questionnaire to organizational commitment based on Meyer and Allen model and finally a scale for organizational culture. The results showed that strategies corresponding to the withdraw intentions are determined by organizational commitment. However, this relationship isn’t moderated by culture.
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Orientação: Ana Loureiro
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PSICOLOGIA, PSICOLOGIA ORGANIZACIONAL, CULTURA ORGANIZACIONAL, COMPROMISSO ORGANIZACIONAL, PSYCHOLOGY, ORGANIZATIONAL PSYCHOLOGY, ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT, MESTRADO EM PSICOLOGIA DO TRABALHO EM CONTEXTOS INTERNACIONAIS E INTERCULTURAIS