A carregar...
Publicação
A lealdade como mediadora na relação do comprometimento organizacional com a intensão de saída: um estudo aplicado à categoria de praças da Força Aérea Portuguesa
| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 3.91 MB | Adobe PDF | |||
| 50.25 KB | Adobe PDF |
Autores
Resumo(s)
O comprometimento organizacional tem vindo a demonstrar-se fulcral na sua
capacidade explicativa de diversos comportamentos dos colaboradores, tanto como preditor de
incrementos de lealdade, como na redução da intenção de saída. Neste estudo investigou-se o
comprometimento organizacional baseado numa abordagem multidimensional, tendo também
sido exploradas duas das estratégias comportamentais presentes no modelo EVLN. Neste
sentido, pretendeu-se verificar de que forma a lealdade na categoria de Praças da Força Aérea
Portuguesa medeia a relação entre o comprometimento organizacional e a intenção de saída.
Recorreu-se também a perfis de comprometimento organizacional junto com as
variáveis de lealdade e intenção de saída. Os 5 perfis identificados através da análise da clusters
foram confrontados com o Sexo, Idade, Habilitação Literária, Anos de Contrato, Área de
Intervenção e Posto, revelando possíveis diferenças entre cada perfil identificado.O estudo é composto por uma amostra de 321 militares na categoria de Praças da Força
Aérea Portuguesa, tendo como base uma abordagem quantitativa e recorrendo a um
questionário que mede o comprometimento organizacional através de três subescalas, e a
lealdade e a intenção de saída através de uma escala. A estimação do modelo global proposto
realizou-se através de equações estruturais, constatando-se a inexistência da relação de
mediação da lealdade sobre o comprometimento organizacional e a intenção de saída.
Quanto aos perfis identificados, verificou-se que as praças do sexo feminino detêm um
perfil Dominante Calculativo. As praças mais novas, numa média de 22 anos de idade, são
Fortemente Comprometidos, ao contrário das mais velhas e com mais anos de contrato.
Verificou-se também uma diminuição significativa de comprometimento organizacional aliado
a um aumento de habilitações literárias e do posto. Por fim, sugere-se que as praças que atuam
em áreas de intervenção de Operações são Fortemente Comprometidos, ao contrário do que
acontece com as praças nas áreas de Manutenção e de Apoio.
Organizational commitment has been shown to be central in its explanatory capacity of various employee behaviors, both as a predictor of increases in loyalty and in reducing the turnover intention. In this study, organizational commitment based on a multidimensional approach was investigated, and two of the behavioral strategies present in the EVLN model were also explored. In this sense, it was intended to verify how loyalty in the Portuguese Air Force Corporal category mediates the relationship between organizational commitment and intention to leave. Organizational commitment profiles were also used together with the variables of loyalty and intention to leave. The 5 profiles identified through the analysis of the clusters were compared with Sex, Age, Literacy Qualification, Years of Contract, Intervention Area and Rank, revealing possible differences between each identified profile. The study consists of a sample of 321 military personnel in the Portuguese Air Force Corporal category, based on a quantitative approach and using a questionnaire that measures organizational commitment through three subscales, and loyalty and intention to exit through a scale. The estimation of the proposed global model was carried out through structural equations, verifying the inexistence of relationships, verifying the inexistence of the loyalty mediation relation on the organizational commitment and the turnover intention.Through the identified profiles, it was found that female corporals have a Dominant Calculative profile. The newer corporals, with an average of 22 years of age, are Strongly Committed, unlike the older ones with more years of contract. There was also a significant decrease in commitment coupled with an increase in literacy and rank. Finally, it is suggested that the corporals that operate in the Operations intervention areas are Strongly Committed, unlike what happens in the Maintenance and Support areas.
Organizational commitment has been shown to be central in its explanatory capacity of various employee behaviors, both as a predictor of increases in loyalty and in reducing the turnover intention. In this study, organizational commitment based on a multidimensional approach was investigated, and two of the behavioral strategies present in the EVLN model were also explored. In this sense, it was intended to verify how loyalty in the Portuguese Air Force Corporal category mediates the relationship between organizational commitment and intention to leave. Organizational commitment profiles were also used together with the variables of loyalty and intention to leave. The 5 profiles identified through the analysis of the clusters were compared with Sex, Age, Literacy Qualification, Years of Contract, Intervention Area and Rank, revealing possible differences between each identified profile. The study consists of a sample of 321 military personnel in the Portuguese Air Force Corporal category, based on a quantitative approach and using a questionnaire that measures organizational commitment through three subscales, and loyalty and intention to exit through a scale. The estimation of the proposed global model was carried out through structural equations, verifying the inexistence of relationships, verifying the inexistence of the loyalty mediation relation on the organizational commitment and the turnover intention.Through the identified profiles, it was found that female corporals have a Dominant Calculative profile. The newer corporals, with an average of 22 years of age, are Strongly Committed, unlike the older ones with more years of contract. There was also a significant decrease in commitment coupled with an increase in literacy and rank. Finally, it is suggested that the corporals that operate in the Operations intervention areas are Strongly Committed, unlike what happens in the Maintenance and Support areas.
Descrição
Dissertação de Mestrado em Políticas de Desenvolvimento de Recursos Humanos
Palavras-chave
Comprometimento Organizacional Intenção de Saída Lealdade Força Aérea Portuguesa Organizational Commitment Turnover Intention Loyalty Portuguese Air Force
Contexto Educativo
Citação
Editora
Instituto Superior de Ciências Sociais e Políticas