The relationships between satisfaction, commitment and longevity at work in a company of segment of metallurgy of Fortaleza
Keywords:
organizational commitment, seniority, satisfaction and family management.Abstract
The objective of this paper is to study the relationship between seniority and organizational commitment as indicators of satisfaction in a family company in Fortaleza. Its relevance comes from the necessity of undertaking new themes that bring together possibilities of articulation to the theme of organizational commitment from the multidimensional pattern proposed by Rego (2003), namely: affective commitment, common future, alternatives shortage, substantial sacrifices, norm commitment, and psychological absence. The survey was conducted in a large company in the metallurgical segment. Two hundred and seventy two employees from operational, administrative, coordinative, managerial and directorial levels participated in this study. Concerning the approach of the problem, the outline of this study has its base on quantitative and qualitative grounds, and its method is based on case study. The analyzed data was collected from a questionnaire. The theory used employs concepts as “organizational commitment”, “seniority”, “satisfaction”, and “management of family business” as a way to undertake patterns of relationships and influence among them. We highlight as main results the high level of affective commitment, normative commitment and communal future, as well as the low level of substantial sacrifice commitment, alternatives shortage and psychological absence perceived among all the employers of the company; we’ve concluded that employees with seniority display a slight increase in affective commitment and significant increase in normative commitment; and, finally, we have verified that employees who are not part of the family demonstrate higher levels of commitment in all dimensions of commitment as proposed by Rego (2003).Downloads
References
Barros, Ana Rita Oliveira. (2007). Comprometimento
Organizacional: um estudo de
suas relações com práticas de gestão de
pessoas e intenção de permanência. UFBA,
Bernhoeft, Renato. (1987). Empresa familiar:
sucessão profissionalizada ou sucessão
comprometida. São Paulo: IBECON.
Donnelley, R. G. (1976). A empresa familiar.
Biblioteca de Harvard, São Paulo:
Abril-tec.
Medeiros, C. A. F. (1997). Uma proposta de
múltiplos componentes para o comprometimento
organizacional. Tese de doutorado
da Universidade do Rio Grande do Norte.
Meyer, J. P.; Allen. N. J. (1996). Affective,
Continuance, and Normative commitment
to the organization: an examination
of construct validity. Journal of Vocational
Behavior 49, 252-276.
Meyer, J. P.; Allen, N. .J. (1997). Commitment
in the workplace: theory, research,
and application. London: Sage Publications.
Moraes, Samara Rodrigues de. (2007). Influências
da formalização de práticas de
recrutamento e seleção na rotatividade de
uma empresa do ramo alimentício de Fortaleza.
Universidade Federal do Ceará. Dissertação
de mestrado.
Rego, Arménio. (2003). Comprometimento
Organizacional e ausência psicológica –
afinal, quantas dimensões? RAE, v. 43, n
, out/dez.
Richardson, R. J. (1999). Pesquisa Social:
métodos e técnicas. 3. Ed. São Paulo:
Atlas.
Siqueira, M. M. M.; Gomide Júnior, S. J.
(2004). Vínculos do Indivíduo com o Trabalho
e com a Organização. In: Psicologia,
Organizações e trabalho no Brasil. Porto
Alegre: Artmed.
Tamayo, A. ; Souza, M. G. S.; Vilar, L. S.;
Ramos, J. L.; Albernaz, J. V.; Ferreira, N.
P. (2001). Prioridades axiológicas e comprometimento
organizacional. Psicologia:
Teoria e Pesquisa. Brasilia, v. 17, n. 1, p.
-35.
Vergara, S. C. (2005). Métodos de pesquisa
em administração. Editora: Atlas, São
Paulo.
Zanelli, J. C.; Borges Andrade, J. E.; . Bastos,
A. V (org.). (2004). Psicologia, Organizações
e trabalho no Brasil. Porto Alegre:
Artmed.
