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Satisfação e empenhamento: A influência da carga horária
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Abstract(s)
O presente estudo pretende analisar a influência da carga horária praticada pelos
colaboradores (horário a tempo parcial ou horário a tempo integral) nos níveis de satisfação
laboral e empenhamento afectivo face à organização onde desempenham funções. Espera-se
que os colaboradores a desempenhar um horário a tempo integral revelem níveis superiores de
satisfação laboral e empenhamento afectivo.
A investigação é desenvolvida através de um inquérito por questionário a uma amostra
de 158 assistentes de relacionamento com o cliente. Os dois questionários aplicados
pretenderam avaliar (1) a satisfação laboral (Questionário de Satisfação Laboral S10/12 Mélia
e Peiró, 1989); (2) o empenhamento organizacional (Meyer e Allen, 1997) versão adaptada por
Cesário, (2010). As hipóteses formuladas no estudo foram analisadas através das correlações
entre variáveis e da comparação de médias.
Os resultados obtidos revelaram a inexistência de correlações estatisticamente
significativas nos níveis de satisfação laboral e empenhamento afectivo dos colaboradores
mediante a carga horária praticada. O teste de t para comparação de médias entre duas
populações permitiu confirmar os resultados para ambas as variáveis, através da aceitação da
hipótese nula que pressupõe a não existência de diferenças de médias para ambos os grupos.
Através da análise das médias de resposta foi ainda possível observar que a satisfação laboral,
empenhamento afectivo e empenhamento instrumental se encontram dentro dos resultados
médios e o empenhamento normativo num nível baixo. Encontrou-se também uma ligeira
diferença relativamente ao empenhamento instrumental com os colaboradores a tempo parcial
com médias de resposta superiores às dos colaboradores a tempo integral.
ABSTRACT: The present study intends to analyze the influence of the work load practiced by workers (part-time or full-time) in the levels of job satisfaction and affective commitment towards the organization they work for. It is expected that full-time workers show higher levels of job satisfaction and affective organizational commitment. The investigation is developed through an inquiry by questionnaire to a sample of 158 assistants of relationship with the customer. The two applied questionnaires intended to analyze (1) job satisfaction (Job Satisfaction Questionnaire S10/12 Mélia e Peiró, (1989)); (2) affective commitment (Meyer e Allen, 1997) version adapted by Cesário, (2010). The hypotheses formulated in the study have been analyzed through the correlations between variables and the comparison of means. The obtained results have disclosed the inexistence of statistical significant correlations in the levels of job satisfaction and affective commitment of workers based on their work load. The t test for comparison of means between two populations allowed confirmation of the results for both variables, through the acceptance of the null hypothesis that estimates the inexistence of differences of means for both groups. Through the analysis of the response means it was possible to observe that job satisfaction, affective commitment and continuance commitment are within average results and normative commitment in a low level. A small difference regarding continuance commitment was found, with part-time workers showing higher response means than full-time workers.
ABSTRACT: The present study intends to analyze the influence of the work load practiced by workers (part-time or full-time) in the levels of job satisfaction and affective commitment towards the organization they work for. It is expected that full-time workers show higher levels of job satisfaction and affective organizational commitment. The investigation is developed through an inquiry by questionnaire to a sample of 158 assistants of relationship with the customer. The two applied questionnaires intended to analyze (1) job satisfaction (Job Satisfaction Questionnaire S10/12 Mélia e Peiró, (1989)); (2) affective commitment (Meyer e Allen, 1997) version adapted by Cesário, (2010). The hypotheses formulated in the study have been analyzed through the correlations between variables and the comparison of means. The obtained results have disclosed the inexistence of statistical significant correlations in the levels of job satisfaction and affective commitment of workers based on their work load. The t test for comparison of means between two populations allowed confirmation of the results for both variables, through the acceptance of the null hypothesis that estimates the inexistence of differences of means for both groups. Through the analysis of the response means it was possible to observe that job satisfaction, affective commitment and continuance commitment are within average results and normative commitment in a low level. A small difference regarding continuance commitment was found, with part-time workers showing higher response means than full-time workers.
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Keywords
Tempo-integral Tempo-parcial Satisfação laboral Empenhamento afectivo Full-time Part-time Job satisfaction Affective commitment