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A importância do ajustamento da pessoa à organização e às funções na fidelização dos colaboradores: O efeito moderador da cultura organizacional
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Advisor(s)
Abstract(s)
A presente investigação tem como objetivo compreender a influência da Cultura
Organizacional na relação entre o Ajustamento Pessoa-Função (Person-Job Fit) e o Ajustamento
Pessoa-Organização (Person-Organization Fit) com a Intenção de Saída.
Este estudo contou com a participação de 210 indivíduos, dos quais 84 são do sexo
masculino, 123 do sexo feminino e 2 de outro género. As idades dos participantes estão
compreendidas entre os 19 e os 63 anos.
Para testar estas variáveis foram utilizadas a escala Ajustamento Pessoa-Função e a escala
Ajustamento Pessoa-Organização ambas desenvolvidas por Lauver e Kristof-Brown (2001), a
escala Turnover Cognition de Bozeman e Perrewé (2001) e, por último, a escala Organizational Culture
Assessment Instrument (OCAI) de Cameron e Quinn (2006).
Os resultados demonstram que um alto ajustamento quer à função quer à organização
contribui para a redução da intenção de a abandonar voluntariamente. Para além disso, verificouse que a Cultura de Inovação modera a relação entre o Ajustamento Pessoa-Função e a Intenção
de Saída e que a Cultura de Objetivos modera a relação entre o Ajustamento Pessoa-Organização
e a Intenção de Saída.
Com este estudo, destaca-se a importância da Cultura e como esta deve assumir um papel
importante no processo de gestão organizacional, ainda mais numa altura onde progressivamente
as organizações enfrentam dificuldades em reter e atrair colaboradores
ABSTRACT: The present research aims to understand the influence of the Organizational Culture on the relationship between Person-Job Fit and Person-Organization Fit with Turnover Intention. This study had a total of 210 participants, of which 84 are male, 123 are female, and 2 are of another gender. The ages of the participants ranged from 19 to 63 years old. To test these variables the Person-Function Adjustment scale and the Person-Organization Adjustment scale both developed by Lauver and Kristof-Brown (2001), the Turnover Cognition scale by Bozeman and Perrewé (2001) and finally the Organizational Culture Assessment Instrument (OCAI) scale by Cameron and Quinn (2006) were used. Either being to the organization or the function the results display that a higher adjustment contributes for a reduction in the voluntary intentions to leave. Innovation Culture moderated the relationship between Person-Function Adjustment and Turnover Intention, and Goals Culture moderated the relationship between Person-Organization Adjustment and Turnover Intention. This study highlights the importance of Culture and how it should play an important role in the organizational management process, even more so at a time when organizations are progressively facing difficulties in retaining and attracting employees.
ABSTRACT: The present research aims to understand the influence of the Organizational Culture on the relationship between Person-Job Fit and Person-Organization Fit with Turnover Intention. This study had a total of 210 participants, of which 84 are male, 123 are female, and 2 are of another gender. The ages of the participants ranged from 19 to 63 years old. To test these variables the Person-Function Adjustment scale and the Person-Organization Adjustment scale both developed by Lauver and Kristof-Brown (2001), the Turnover Cognition scale by Bozeman and Perrewé (2001) and finally the Organizational Culture Assessment Instrument (OCAI) scale by Cameron and Quinn (2006) were used. Either being to the organization or the function the results display that a higher adjustment contributes for a reduction in the voluntary intentions to leave. Innovation Culture moderated the relationship between Person-Function Adjustment and Turnover Intention, and Goals Culture moderated the relationship between Person-Organization Adjustment and Turnover Intention. This study highlights the importance of Culture and how it should play an important role in the organizational management process, even more so at a time when organizations are progressively facing difficulties in retaining and attracting employees.
Description
Dissertação de Mestrado
apresentada no Ispa – Instituto
Universitário para obtenção de grau
de Mestre na especialidade de
Psicologia Social e das Organizações
Keywords
Ajustamento pessoa-função Ajustamento pessoa-organização Intenção de saída Cultura organizacional Person-job fit Person organization-fit Turnover intentions Organizational culture