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Compromisso organizacional e intenções de saída : Será a antiguidade uma variável moderadora?
Advisor(s)
Abstract(s)
Este estudo visa explorar a influência da antiguidade nos níveis de compromisso e nos níveis de turnover e ainda verificar se a sua presença altera a relação existente entre essas duas variáveis. A importância e pertinência deste estudo é assim verificar se face à conjuntura atual que afeta as organizações, a antiguidade na empresa deixa de ser uma condição para o compromisso e para as intenções de saída, ou se pelo contrário o seu impacto se mantém tal como nos mostra a literatura, que nos diz que a antiguidade ajuda a promover o compromisso organizacional e consequentemente a diminuir as intenções de saída.
Participaram neste estudo 525 sujeitos (180 do sexo masculino e 345 do sexo feminino), colaboradores de diferentes organizações de todo o território português. Os resultados revelaram um efeito positivo e significativo entre o Compromisso Organizacional e as Intenções de Saída; um efeito positivo e significativo entre a Antiguidade e o Compromisso Organizacional; um efeito positivo e significativo entre a Antiguidade e as Intenções de saída; e por fim verificou-se que a Antiguidade modera a relação entre o Compromisso Calculativo e as Intenções de Saída. Não foi assim possível, comprovar a existência de um efeito moderador da Antiguidade na relação entre o Compromisso, tanto Normativo como Afetivo e as Intenções de saída.
ABSTRACT:The present study aims to investigate the influence of organizational tenure in the levels of commitment and levels of turnover and also check if their presence alters the relationship between these two variables. The relevance of this study is to check that given the current situation affecting organizations, seniority in the company ceases to be a condition for the commitment and intentions to leave, or rather its impact remains as in literature shows. 525 subjects participated in this study (180 were mens and 345 were females) employees of different organizations throughout the Portuguese territory. The results revealed a positive and significant effect between Organizational Commitment and Intentions to leave; a positive and significant effect between Tenure and Organizational Commitment; a positive and significant effect between Tenure and the Intentions to quit; and finally there was a moderating effect of Tenure present in the relation between Calculative Commitment and Intentions to quit. It wasn’t possible to prove the existence of a moderating effect of organizational tenure in the relationship between both type of commitment (Affective and Normative) and Intentions to leave.
ABSTRACT:The present study aims to investigate the influence of organizational tenure in the levels of commitment and levels of turnover and also check if their presence alters the relationship between these two variables. The relevance of this study is to check that given the current situation affecting organizations, seniority in the company ceases to be a condition for the commitment and intentions to leave, or rather its impact remains as in literature shows. 525 subjects participated in this study (180 were mens and 345 were females) employees of different organizations throughout the Portuguese territory. The results revealed a positive and significant effect between Organizational Commitment and Intentions to leave; a positive and significant effect between Tenure and Organizational Commitment; a positive and significant effect between Tenure and the Intentions to quit; and finally there was a moderating effect of Tenure present in the relation between Calculative Commitment and Intentions to quit. It wasn’t possible to prove the existence of a moderating effect of organizational tenure in the relationship between both type of commitment (Affective and Normative) and Intentions to leave.
Description
Keywords
Antiguidade Compromisso organizacional Intenções de saída Age Organizational commitment Intentions to leave