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INTRODUCCIÓN: El Compromiso Organizacional (CO), se considera un vínculo entre la organización y los trabajadores, e influye en la satisfacción, el desempeño, la productividad y la inversión profesional. OBJETIVO: Determinar el compromiso organizacional en profesionales y técnicos en enfermería adscritos a un hospital del sur de chile, años 2022-2023. METODOLOGÍA: Estudio de corte transversal, en una muestra de 305 funcionarios. La recolección de la información se realizó con el instrumento compromiso organizacional de Meyer y Allen (1991), puntuación según escala Likert de 5 puntos, donde 1 corresponde a "totalmente en desacuerdo" y 5 es "totalmente de acuerdo"; análisis con estadística descriptiva e inferencial. Estudio autorizado por el Comité de ética científica. RESULTADOS: El instrumento logró consistencia interna adecuada, mediante alfa de Cronbach. El CO observado fue "neutral o indiferente" con tendencia a "de acuerdo", según escala Likert. El Compromiso Afectivo (CA) fue superior respecto a los demás dominios. El Compromiso Normativo (CN) del nivel técnico mostró ser fuerte, así como los funcionarios divorciados y viudos. El Compromiso de Continuidad (CC) resultó ser el dominio con promedio más bajo. A mayor edad, aumentó el CA. CONCLUSIONES: los funcionarios mostraron un nivel medio de compromiso organizacional con tendencia a alto, por lo que se debe fortalecer el lazo afectivo del binomio funcionario/organización, de manera que juegue un papel positivo en la calidad de la atención otorgada hacia sus usuarios.
INTRODUCTION: Organizational Commitment (OC) is considered a crucial link between an organization and its employees, significantly impacting satisfaction, performance, productivity, and professional investment. OBJECTIVE: To assess organizational commitment among nursing professionals and technicians in a hospital in southern Chile between 2022 and 2023. METHODOLOGY: This was a cross-sectional study involving a sample of 305 staff members. Data collection utilized Meyer and Allen's (1991) Organizational Commitment tool, employing a 5-point Likert scale where 1 signifies "completely disagree" and 5 indicates "completely agree." Analysis encompassed descriptive and inferential statistics. RESULTS: The instrument demonstrated sound internal consistency, supported by Cronbach's alpha. Observed OC tended towards a "neutral or indifferent" stance with a leaning towards "agreement" on the Likert scale. Affective Commitment (AC) exhibited higher levels compared to other domains. Normative Commitment (NC) among technical-level employees were robust, and particularly notable among divorced and widowed staff. Continuance Commitment (CC) emerged as the domain with the lowest average. AC showed an increase with age. CONCLUSIONS: Staff exhibited a moderate level of organizational commitment with a propensity towards a higher level, suggesting the need to reinforce the emotional bond between employees and the organization to positively influence the quality of care provided.
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Abstract Internal marketing is a concept still little recognized and disseminated, with most of the research on this area of marketing focusing on the service sector and well-consolidated and industrialized markets. This article sheds light on the importance of internal marketing practices by identifying their impact on workers' proactive behavior and life satisfaction while observing the effects of affective commitment and job satisfaction. The study collected 428 valid questionnaires from Portuguese workers (218 in the private sector and 210 in the public sector) and applied structural equation modeling to test the hypotheses. The results showed how adopting an internal marketing perspective can contribute to successful organizational and human resource management. It was observed that internal marketing practices lead to affective commitment and job satisfaction in both the private and public sectors, although more pronounced in the private sector. Also, the findings pointed out that the workers' affective commitment leads to adopting proactive behavior and life satisfaction only in the public sector and that job satisfaction leads to proactive behavior and life satisfaction for workers of both the private and public sector. This study contributes to increasing understanding of internal marketing, its applicability, and its importance for workers and organizations. Additionally, comparing the private and public sectors helps understand and show how this practice matches the workers' expectations.
Resumen Este artículo tiene como objetivo arrojar luz sobre la importancia de las prácticas de marketing interno, identificando su impacto en el comportamiento proactivo y en la satisfacción con la vida de los trabajadores, a través de los efectos del compromiso afectivo y la satisfacción laboral. El marketing interno sigue siendo un concepto poco reconocido y difundido. Esta investigación compara estos efectos entre los trabajadores del sector público y privado para reforzar la importancia de dicho concepto. En total, se recogieron 428 cuestionarios válidos de trabajadores portugueses (218 del sector privado y 210 del sector público). Se utilizó el modelo de ecuaciones estructurales para testar las hipótesis de estudio. Esta investigación muestra cómo la adopción de una perspectiva de marketing interno puede contribuir a una gestión organizacional y gestión de personas exitosa. Los resultados mostraron que las prácticas de marketing interno generan compromiso afectivo y satisfacción laboral, tanto en el sector privado como en el público, aunque de forma más acentuada en el sector privado. También se constató que el compromiso afectivo conduce a la adopción de conductas proactivas y a la satisfacción con la vida de los trabajadores del sector público únicamente, y que la satisfacción laboral conduce a la adopción de esta conducta y a la satisfacción con la vida para ambos, sector público y privado. Este trabajo contribuye a una mejor comprensión del concepto de marketing interno y su aplicabilidad e importancia para los trabajadores y las organizaciones. Además, al comparar los sectores público y privado, ayuda a comprender y mostrar cómo esta práctica coincide con las expectativas de los trabajadores de estos dos sectores.
Resumo Este estudo pretende evidenciar a importância das práticas de marketing interno, identificando o seu impacto no comportamento proativo e na satisfação com a vida dos trabalhadores, através dos efeitos do compromisso afetivo e da satisfação no trabalho. O marketing interno continua a ser um conceito com pouco reconhecimento e divulgação, uma vez que a maioria das pesquisas relacionadas com esse campo de marketing é direcionada para o setor de serviços e concentra-se predominantemente em mercados bem estabelecidos e industrializados. Esta pesquisa compara esses efeitos entre trabalhadores do setor privado e público para reforçar a importância deste conceito, sendo que, no total, foram recolhidos 428 questionários válidos junto de trabalhadores portugueses (218 no setor privado e 210 no setor público). O modelo de equações estruturais foi utilizado para testar as hipóteses de investigação. Esta pesquisa mostra como a adoção do marketing interno pode contribuir para o sucesso da gestão organizacional e da gestão de pessoas. Os resultados mostraram que as práticas de marketing interno levam ao comprometimento afetivo e à satisfação no trabalho, tanto no setor privado como no público, embora mais pronunciadas no setor privado. Constatou-se também que o comprometimento afetivo leva à adoção de comportamentos proativos e leva à satisfação com a vida dos trabalhadores, mas apenas do setor público, e que a satisfação no trabalho leva à adoção desse comportamento e à satisfação com a vida para ambos, setor privado e público. Este trabalho contribui para uma melhor compreensão do conceito de marketing interno, da sua aplicabilidade e importância, quer para os trabalhadores, como para as organizações. Além disso, ao comparar os setores privado e público, ajuda a entender e mostrar como essa prática atende às expectativas dos trabalhadores desses dois setores.
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Background Occupational stress has been shown to be an important factor affecting the mental health of workers. The role of affective commitment to the organization and overcommitment to work cannot be ignored. However, there is a lack of research on this topic in China. Objective To explore a potential mediating effect of affective commitment on how occupational stress affects the mental health of medical staff and a potential moderating effect of overcommitment on the mediating effect of affective commitment. Methods A total of 1372 health care workers in a tertiary Grade A hospital in Lanzhou City were selected as study subjects for a cross-sectional survey. The occupational stress, emotional commitment, and psychological distress of the subjects were evaluated by the Effort-Reward Imbalance Scale, Affective Commitment Scale, and Kessler 10 Scale. SPSS 26.0 was used for correlation analysis, mediation analysis, and moderated mediation analysis. Common method bias wasevaluated by Harman one-factor test. Results A total of 1372 questionnaires were distributed, of which 1277 valid questionnaires were returned, with a valid recovery rate of 93.08%. The mean occupational stress score was 1.14±0.23, the mean overcommitment score was 20.26±3.21, the mean affective commitment score was 20.25±3.34, and the mean psychological distress score was 26.26±7.90. The Spearman correlation analysis results showed that occupational stress among medical staff was positively correlated with overcommitment and psychological distress (r=0.153, 0.410, P＜0.01) and negatively correlated with affective commitment (r=−0.341, P＜0.01); overcommitment was negatively related to affective commitment and positively related to psychological distress (r=−0.107, 0.312, P＜0.01); affective commitment was negatively related to psychological distress (r=−0.464, P＜0.01). The positive effect of occupational stress on psychological distress of medical staff was significant (b=0.41, t=15.42, P<0.001); affective commitment presented a partial mediating effect on the relationship between occupational stress and psychological distress (effect value=0.13), accounting for 31.71% of the total effect; overcommitment moderated the process of occupational stress-affective commitment-psychological distress (P＜0.01). Conclusion Affective commitment of medical staff has a partial mediating effect on the relationship between occupational stress and psychological distress, and overcommitment plays a significant role in moderating the process of occupational stress-affective commitment-psychological distress.
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This study examined the effects of social identity (cognitive, affective, and evaluative social identity) on affective commitment and behavioral intention in premium food markets. Data were collected from customers who had visited the premium food markets within three months prior to the time of the survey. A total of 247 responses were analyzed using SPSS 25.0 for Windows. The three attributes of social identity (cognitive, affective, and evaluative social identity) had a significant positive effect on the affective commitment, while affective commitment had a positive effect on the behavioral intention in premium food markets. On the other hand, only evaluative social identity had a significant positive effect on the behavioral intention in premium food markets. These results revealed the mediating effect of affective commitment in the relationship between social identity and customers' behavioral intention. This suggests a positive affective commitment as a key factor for customers in premium food markets. The results would be applied to marketing strategies based on the attributes of premium food market customers.
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Mãos , Intenção , Marketing , Negociação , Identificação SocialRESUMO
As pesquisas em comprometimento afetivo têm crescido nas últimas décadas, enfocando diversas realidades organizacionais, embora não tenham ainda contemplado a dos conselhos gestores municipais, não obstante a relevância das funções sociais que desempenham. Buscando suprir essa lacuna e também aprofundar a compreensão acerca do papel dos valores pessoais como antecedentes do comprometimento afetivo, este artigo analisou a relação entre esses dois construtos junto aos conselheiros municipais de assistência social do Estado de Minas Gerais. A amostra envolveu 204 participantes, que responderam ao Questionário de Perfil de Valores Pessoais (PQ-21) e à Escala de Comprometimento Afetivo (ECOA). Análises de regressão hierárquica demonstraram que os tipos motivacionais benevolência e poder, bem como o fator de ordem superior autotranscendência ofereceram predição ao comprometimento afetivo, sendo que o poder estabeleceu com este uma relação negativa. Reflexões acerca das implicações e das limitações da pesquisa são apresentadas, bem como sugestões para estudos futuros.
Research on affective commitment has been growing over recent decades, focusing on several organizational environments, although Municipal Councils are a yet unexplored reality, notwithstanding the relevance of their social function. Aiming to address this gap as well as provide further evidence about the role of personal values as antecedents of affective commitment, this study analyzed the relationship between these two constructs in the context of Social Assistance councils in the state of Minas Gerais. A sample of 204 participants responded to the Personal Values Profile Questionnaire (PQ-21) and the Affective Commitment Scale (ECOA). Regression analyses showed that the benevolence and power motivational types, as well as the high order value type of self-transcendence, predicted affective commitment. The relationship with power was negative. Study limitations and practical implications are discussed with suggestions for future research.
Las investigaciones en compromiso afectivo han crecido en las últimas décadas, enfocando diversas realidades organizacionales, aunquetodavía no hayan contemplado la de lasconsejeríasgestoras municipales, a pesar de la relevancia de sus funciones sociales. En este trabajo se analizó la relación entre estos constructos junto a consejerías municipales de asistencia social del Estado de Minas Gerais, procurando suplir esa laguna y profundizar la comprensión del papel de los valores personales como antecedentes del compromiso afectivo. La muestra involucró a 204 participantes, que respondieron al cuestionario de valores personales (PQ-21) ya la escala de compromiso afectivo (ECOA). Análisis de regresión jerárquica demostraron que los tipos motivacionales benevolencia y poder, así como el factor de orden superior autotranscendencia ofrecieron una explicación significativa para el compromiso afectivo, y el poder estableció con este una relación negativa. Se presentan reflexiones sobre las implicaciones y limitaciones de la investigación, así como sugerencias para estudios futuros.
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PURPOSE: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. METHODS: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. CONCLUSION: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.
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Educação , Cabeça , Hospitais Gerais , Satisfação no Emprego , Liderança , Negociação , Supervisão de EnfermagemRESUMO
BACKGROUND: This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. METHODS: A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. RESULTS: The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. CONCLUSION: Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.
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Humanos , Masculino , Estudos Transversais , Gana , Mineração , Saúde Ocupacional , Gestão da Segurança , Inquéritos e QuestionáriosRESUMO
RESUMONeste estudo avaliamos em que medida a Teoria da Troca Social podia ser utilizada para explicar as respostas dos trabalhadores temporários de agência (TTA). Aplicamos um questionário a uma amostra de 953 TTA e utilizamos Modelos de Equações Estruturais para analisar os resultados. Verificamos que o sistema de práticas de gestão de recursos humanos se relacionava positivamente com o comprometimento afetivo (β = 0,58; p < 0,01) e com o engagement (β = 0,24; p< 0,01), explicando 40% e 30% dessas variáveis, respectivamente. O cumprimento do contrato psicológico por parte da organização mediava parcialmente a relação entre este sistema e essas respostas positivas dos trabalhadores. Uma importante implicação deste estudo é que o investimento nos TTA relaciona-se com respostas positivas da sua parte.
ABSTRACTThis study analyzed the extent to which the Social Exchange Theory can be used to explain the answers of temporary agency workers’ (TAW). We applied a questionnaire to a sample of 953 TAW and used Structural Equation Models (SEM) to analyze the results. We verified that the system of human resource management related positively with workers' affective commitment (β = 0,58; p< 0,01) and engagement (β = 0,24; p < 0,01), explained 40% e 30% of these variables respectively. The psychological contract fulfillment partially mediated the relationship between this system and TAW’ positive answers. One important implication of this study is that it confirms that investment with TAW has a return, i.e. positive workers outcome, which is important to organizational efficacy.
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Neste estudo, utilizamos a norma da reciprocidade para analisarmos o comprometimento afetivo dos trabalhadores terceirizados. Consideramos que quando a empresa cliente mostrava investimento no sentido de satisfazer as necessidades desses trabalhadores, estes retribuíam com atitude positiva em relação à organização. Por outro lado, pressupomos que a relação estabelecida com a empresa cliente se relacionava com o comprometimento afetivo com a agência que contratava esses trabalhadores. Com uma amostra de 264 trabalhadores terceirizados a trabalhar em três empresas industriais em Portugal, comprovamos a existência de uma relação positiva entre a experiência do sistema de Práticas de Recursos Humanos (PRH) e o comprometimento afetivo dos trabalhadores face à empresa cliente. Observamos ainda que o comprometimento afetivo com a agência que os contratava se relacionava positivamente com o comprometimento afetivo com a empresa cliente. Interessante observar o fato de que um dos "deveres" da agência é a escolha de um bom cliente, o que evidencia que a relação entre o sistema de PRH e o comprometimento com a agência ocorria pelo comprometimento com a empresa cliente.
The aim of this study is to analyze the role of the norm of reciprocity to explain affective commitment of temporary workers. We considered that when a client company showed investment in satisfying the needs of these workers, they reciprocated with a positive attitude toward the organization. On the other hand, we theorized that this relationship was explained by the commitment of these workers to the agency that contracted them. With a sample of 264 temporary workers at 3 Portuguese manufacturing firms, we verified that the system of human resource practices related positively with affective commitment toward the client organization. We also observed that this affective commitment toward the client related positively with the affective commitment toward the agency. More interestingly, demonstrating that an important duty of the agency was to choose a good client, we showed that the relationship between human resource practices and affective commitment toward the agency came about through affective commitment toward the client.
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Humanos , Masculino , Feminino , Adulto Jovem , Pessoa de Meia-Idade , Categorias de Trabalhadores , Eficiência Organizacional , Qualidade de VidaRESUMO
Este artigo aborda dois temas muito frequentes dentro do espaço reflexivo e prático de Gestão de Pessoas -Comprometimento e Treinamento -, que refletem dois campos temáticos pouco afeitos ao diálogo (o comportamental e o ferramental). A relevância do tema impacto do treinamento no trabalho tem sido ampliada pela crescente necessidade de qualificação e requalificação da mão-de-obra. O tema comprometimento no trabalho também vem sendo bastante estudado nas últimas décadas, com resultados claros sobre sua influência em variáveis como desempenho e satisfação no trabalho. Assim, esta pesquisa objetivou investigar se o comprometimento organizacional de base afetiva, normativa e de continuidade prediz o impacto do treinamento no nível do comportamento no cargo. A pesquisa foi realizada em 23 organizações públicas, privadas e do terceiro setor nos Estados de Minas Gerais e Rio de Janeiro. Participaram da pesquisa 403 pessoas, totalizando 377 questionários válidos. As análises iniciais dos dados apontaram alta correlação entre as bases de compromentimento e um comprometimento de ordem afetiva superior ao normativo e também ao comprometimento de continuidade. A regressão hierárquica mostrou que apenas o comprometimento afetivo prediz o impacto do treinamento no trabalho. Esse achado corrobora os argumentos de outros autores de que as pesquisas sobre comprometimento devem se concentrar, sobretudo, na base afetiva. Os resultados fortalecem a discussão sobre o fato de as bases normativa e de continuidade serem ou não consideradas dimensões do comprometimento. Tais resultados são discutidos tendo como referência os modelos teóricos e evidências empíricas que respaldaram a pesquisa.
This article addresses two very common themes within the reflective and practical space of People Management -Commitment and Training - that frame two thematic areas little accustomed to dialogue (the behavioral and the instrumental).The relevance of the topic of training impact at work has broadened with the growing need for training and retraining of manpower. The subject of organizational commitment has been extensively studied in recent decades, with clear results about its influence on variables such as performance and job satisfaction. Thus this study aimed to investigate whether organizational commitment, on the basis of affective, normative, and continuance components, predicts the impact of training on the level of on-the-job behavior. The survey was conducted in a total of 23 public, private and third sector organizations in the states of Minas Gerais and Rio de Janeiro. In total, 403 people participated in the research, with 377 questionnaires considered valid. Initial analysis of the data indicated a high correlation among the components of commitment, and an affective commitment higher than the normative, and also higher than continuance commitment. Hierarchical regression showed that only affective commitment predicts training impact on work. This finding supports the arguments of other authors that studies on commitment should focus particularly on the affective basis. In addition, the results strengthen the discussion on whether the normative and continuance components should or should not be considered as dimensions of commitment. These results are discussed, using as reference the theoretical models and empirical evidence which backed up the research.
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Humanos , Masculino , Feminino , Adulto , Tutoria , Fortalecimento Institucional , Gestão de Recursos HumanosRESUMO
As equipes de trabalho constituem células de desempenho utilizadas com bastante freqüência nas organizações, tendo em vista as vantagens que podem oferecer à efetividade. Os relatos de pesquisas científicas, porém, não mostram resultados consistentes quanto aos antecedentes da efetividade das equipes. Ao analisar os preditores de comportamento e desempenho humano no trabalho observa-se o efeito do clima organizacional. Assim, a partir dessas constatações estabeleceu-se como objetivo investigar o poder explicativo do clima sobre a efetividade das equipes. Coletaram-se informações de 303 membros de equipes mediante aplicação de instrumentos previamente validados. Utilizou-se uma regressão padrão como técnica de análise das relações preditas. Os resultados evidenciaram que a qualidade das relações entre o líder e os membros, o espaço para a inovação e o conhecimento das demandas de desempenho explicam 26 por cento da variância do comprometimento, considerado critério afetivo de efetividade. Esses resultados permitem a identificação dos elementos do clima relacionados aos vínculos afetivos estabelecidos com a equipe.
The work teams are cells of performance used quite often in organizations with a view to the benefits they can offer to effectiveness. The reports of scientific research, however, do not show consistent results regarding the process and predictors of the effectiveness of teams. In examining the predictors of behavior and human performance at work it is notable the influence of organizational climate. From these findings, this study aimed to investigate the explanatory power of climate on the effectiveness of teams. To this end, information was collected from 303 team members by using instruments previously validated. A standard regression as a analysis technique to predicted relations was used. The results showed that the quality of relations between the team leader and the members, the space for innovation and knowledge of performance demands explain 26 percent of the variance of commitment, adopted as an affective criterion of effectiveness. These results show the elements of climate effectively related to the affective bonds established with the team.
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Humanos , Masculino , Feminino , Adulto , Processos Grupais , Relações Interpessoais , Cultura OrganizacionalRESUMO
O objetivo do presente trabalho foi adaptar e validar psicometricamente uma escala de mensuração do comprometimento afetivo com a equipe de trabalho, considerado um indicador de efetividade. Trata-se de construto de natureza afetiva, caracterizado pelo desejo de se manter como parte da equipe, compartilhar os valores dela e se preocupar com o seu futuro. Os dados foram coletados de uma amostra de 244 participantes. O instrumento aplicado consta de 9 itens, respondidos em escala tipo Likert de 7 pontos. As análises estatísticas iniciais sustentaram a fatorabilidade da matriz de dados. A solução mais satisfatória foi a unifatorial, que explica 61,3% da variância do fenômeno. A confiabilidade interna da escala (α = 0,92; r item-total = 0,72) mostrou-se satisfatória. Os resultados revelam que a medida de comprometimento afetivo constitui uma ferramenta útil para a mensuração da intensidade desse vínculo afetivo dos membros com as suas equipes de trabalho, contribuindo, portanto, para a compreensão da efetividade dessas unidades de desempenho.
The purpose of this study was to adapt and psychometrically validate a scale for measuring affective commitment to the work team, regarded as a gauge of effectiveness. This is understood as a construct, affective in nature, characterized by the desire to remain as part of the team, share its values, and worry about its future. The data for the adapted instrument were gathered on a 7-point Likert scale. The adapted scale, consisting of 9 items, was completed by 244 respondents. Initial statistical analysis supported the factorability of the correlation matrix. Factor analysis indicated the scale was unidimensional and explained 61,3% of the total variance of the phenomenon. The internal consistency of the questionnaire proved quite satisfactory (α = 0.92; r item-total = 0.72). The results of this study indicate that the adapted instrument is a useful tool for measuring the intensity of this affective bond of members with their work teams, thus, contributing to an understanding of the effectiveness of work teams.