Comprometimento organizacional: um estudo e suas relações no trabalho

Abstract

This study aims at identify the factors that influence the commitment of people at work. From this, it is possible to seek clarification of values and what motivates people to commit themselves, as well as the values of the organization. We know that it is of The utmost importance the employee's commitment to the to reach of the organizational objectives. The research realized assumed an exploratory and qualitative character. As theoretical supports a bibliographical research was done, and inquiry in sites such as the Library of the USP, since, the organizational commitment is a subject little explored bibliographically in Brazil. Taking into account what was researched, the worker is linked to the organization, moved by feelings and affections (affective commitment), by social duty (normative commitment) and by economic exchanges (calculative commitment). The antecedent variables that generate the commitment and consequent ones that result from this process in construction, explain the commitment in the work environment. Therefore, affectively committed collaborator has better performance, greater effort, lower turnover, fewer absences and fewer delays. The commitment of the individual that aims at financial exchange, has low motivation and performance, lower turnover, moderate satisfaction and involvement with activities and moderate affective and normative commitment. However, it does not prevent me to feel a certain pleasure in the realization of your work. The worker who feels in debt to the company, has greater satisfaction, greater affective commitment, more behaviors of organizational citizenship, and less intention to leave the company. Given the importance of this construct in organizations, it is interesting that if you understand these relationships and create strategies, so that they contribute to the company's business.