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Engagement ou compromisso organizacional : Conceitos iguais ou diferentes?
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Abstract(s)
Este estudo tem como objectivo testar a existência de diferenças percepcionadas entre os conceitos de Engagement e Compromisso Organizacional (CO) que, por vezes, são confundidos quer na literatura quer em contexto das práticas organizacionais. Colocou-se a seguinte questão exploratória: Será que o CO e o Engagement são conceitos iguais ou diferentes quando percecionados pelos colaboradores? Colocaram-se cinco hipóteses: (1) O Engagement no trabalho e o CO têm uma associação positiva entre eles; (2) O CO tem um impacto significativo e negativo nas Intenções de Saída (IS); (3) O CO tem um impacto significativo e positivo na Satisfação Laboral (SL); (4) O Engagement tem um impacto significativo e negativo nas IS; (5) O Engagement tem um impacto significativo e positivo na SL.
Participaram neste estudo 150 participantes, colaboradores em diferentes organizações de todo o território português. Os resultados revelaram que os participantes percepcionaram a escala como tendo duas variáveis distintas, ou seja, CO e Engagement são diferentes na perspectiva dos colaboradores. Confirmou-se que o CO tem um impacto significativo e negativo nas IS e um impacto significativo e positivo na SL e nas suas duas dimensões (Intrínseca e Extrínseca). Quanto ao Engagement, verificou-se que esta variável tem um impacto significativo e negativo nas intenções de saída e um impacto significativo e positivo na SL e nas suas duas dimensões (Intrínseca e Extrínseca).
Conclui-se que, de facto, Engagement e CO são conceitos percepcionados de forma diferente embora fortemente correlacionados e que ambas as variáveis são preditores da SL e das IS.
ABSTRACT: This study’s goal is to show the differences between the concepts of Engagement and Organizational Commitment that are often confused in other studys. Thus, we placed the following exploratory question: Are Organizational Commitment and Engagement equal or different concepts for the workers? After this, we placed five different hypotheses: (1) Engagement and Organizational Commitment has positive association between them; (2) Organizational Commitment has a significant negative impact on Turnover Intentions; (3) Organizational Commitment has a significant positive impact on Job Satisfaction; (4) Engagement has a significant negative impact on Turnover Intentions; (5) Engagement has a significant positive impact on Job Satisfaction. In this study we ha 150 people participating from different Organizations from all the Portuguese territory, The results revealed that the participants perceive the scale as having two different variables, this means that, Organizational Commitment and Engagement are different from the participants perspective. It was confirmed that Organizational Commitment has a significant and negative impact on Turnover Intentions and a significant and positive impact on Job Satisfaction and on its two dimensions (Intrinsic and Extrinsic). We also confirmed that Engagement has a significant negative impact on Turnover Intentions and a significant and positive impact on Job Satisfaction and on its two dimensions (Intrinsic and Extrinsic). We can conclude that Engagement and Organizational Commitment are perceived in a different way, although they are strongly correlated with each other and they both are predictors of Turnover Intentions and Job satisfaction.
ABSTRACT: This study’s goal is to show the differences between the concepts of Engagement and Organizational Commitment that are often confused in other studys. Thus, we placed the following exploratory question: Are Organizational Commitment and Engagement equal or different concepts for the workers? After this, we placed five different hypotheses: (1) Engagement and Organizational Commitment has positive association between them; (2) Organizational Commitment has a significant negative impact on Turnover Intentions; (3) Organizational Commitment has a significant positive impact on Job Satisfaction; (4) Engagement has a significant negative impact on Turnover Intentions; (5) Engagement has a significant positive impact on Job Satisfaction. In this study we ha 150 people participating from different Organizations from all the Portuguese territory, The results revealed that the participants perceive the scale as having two different variables, this means that, Organizational Commitment and Engagement are different from the participants perspective. It was confirmed that Organizational Commitment has a significant and negative impact on Turnover Intentions and a significant and positive impact on Job Satisfaction and on its two dimensions (Intrinsic and Extrinsic). We also confirmed that Engagement has a significant negative impact on Turnover Intentions and a significant and positive impact on Job Satisfaction and on its two dimensions (Intrinsic and Extrinsic). We can conclude that Engagement and Organizational Commitment are perceived in a different way, although they are strongly correlated with each other and they both are predictors of Turnover Intentions and Job satisfaction.
Description
Dissertação de Mestrado apresentada ao ISPA - Instituto Universitário
Keywords
Engagement Compromisso Organizacional Intenções de Saída Satisfação laboral Commitment Turnover intentions Job satisfaction