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Publication
Impactos da insegurança laboral no compromisso organizacional
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Abstract(s)
O trabalho apresentado pretendeu analisar como a Insegurança Laboral influência o
Compromisso Organizacional, no sentido de compreender se a ameaça de uma situação
involuntária de insegurança está, ou não, associada à predisposição para a permanência na organização. A amostra recolhida foi de 525 participantes pertencentes a diversas
organizações, com diferentes tipos de contrato de trabalho e funções. A sua idade situou-se entre os 19 e os 63 anos, 65.7% da amostra pertenceu ao género feminino e 55.6% dos participantes possui grau de licenciatura ou superior. Todas as hipóteses foram
confirmadas, a Insegurança Laboral é preditora do Compromisso Organizacional,
associando-se negativamente com a vertente afetiva e normativa do compromisso e
positivamente com a vertente de continuidade. Os resultados mostram que a Insegurança
Laboral apresenta uma correlação mais forte com o Compromisso Afetivo em comparação
às outras duas vertentes do Compromisso Organizacional. Estes resultados têm uma forte implicação prática, eles mostram que quanto menor for a Insegurança Laboral dos
trabalhadores maior será o seu desejo de permanência na organização quer por motivos
afetivos quer por dever moral. Por outro lado, quanto maior a Insegurança Laboral mais
valorização o trabalhador dá ao calculo dos seus custos de saída.
The present study aims to analyze the relationship between Job Insecurity and Organizational Commitment, with the objective of understanding if employees perceiving a threatened job situation relate to the predisposition of staying in the rganization. 525 employees participated in the survey, from distinct organizations, with distinct contracts and roles. The participants where between 19 and 63years old, 65.7% were woman, and 55.6% of the participants had a university diploma. All the hypotheses were confirmed, Job Insecurity predicts Organizational Commitment and associates negatively with affective and normative commitment, and positively with calculative commitment. These results show that Job Insecurity has a stronger correlation with Affective Commitment when comparing to the other two sub-dimensions of Organizational Commitment. These results have a strong practical implication, suggesting that the lower the Job Insecurity scores of the employees, the higher is the desire to remain in the organization due to affective motivations as due to a sense of moral duty. In addition, the higher the Job Insecurity scores higher is the value that the employee gives to the costs of his leaving the organization.
The present study aims to analyze the relationship between Job Insecurity and Organizational Commitment, with the objective of understanding if employees perceiving a threatened job situation relate to the predisposition of staying in the rganization. 525 employees participated in the survey, from distinct organizations, with distinct contracts and roles. The participants where between 19 and 63years old, 65.7% were woman, and 55.6% of the participants had a university diploma. All the hypotheses were confirmed, Job Insecurity predicts Organizational Commitment and associates negatively with affective and normative commitment, and positively with calculative commitment. These results show that Job Insecurity has a stronger correlation with Affective Commitment when comparing to the other two sub-dimensions of Organizational Commitment. These results have a strong practical implication, suggesting that the lower the Job Insecurity scores of the employees, the higher is the desire to remain in the organization due to affective motivations as due to a sense of moral duty. In addition, the higher the Job Insecurity scores higher is the value that the employee gives to the costs of his leaving the organization.
Description
Dissertação de Mestrado em Psicologia Social e das Organizações, apresentada ao ISPA - Instituto Universitário
Keywords
Insegurança laboral Compromisso organizacional Intensões de saída Job insecurity Organizational commitment Turnover intentions