Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
Commitment refers to the bond established between an individual and a focal point with which they are associated. To understand this connection in the context of telework/home office, it is necessary to examine the work environment, including aspects related to occupation and the organization. It is...
| Autor: | |
|---|---|
| Tipo de recurso: | tesis doctoral |
| Estado: | Versión publicada |
| Fecha de publicación: | 2023 |
| País: | Brasil |
| Institución: | Universidade Federal do Rio Grande do Norte (UFRN) |
| Repositorio: | Repositório Institucional da UFRN |
| Idioma: | portugués |
| OAI Identifier: | oai:repositorio.ufrn.br:123456789/57354 |
| Acceso en línea: | https://repositorio.ufrn.br/handle/123456789/57354 |
| Access Level: | acceso abierto |
| Palabra clave: | Teletrabalho Comprometimento organizacional Comprometimento ocupacional CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO |
| Sumario: | Commitment refers to the bond established between an individual and a focal point with which they are associated. To understand this connection in the context of telework/home office, it is necessary to examine the work environment, including aspects related to occupation and the organization. It is observed that the telecommuting/home office context can influence behavior within this environment, thus impacting existing commitment. In this sense, the focus of the research is directed towards occupational and organizational commitments within the context of telework/home office from the perspective of individuals. The research is grounded in the idea that increased flexibility in work leads to greater individual commitment. The objective of this study was to investigate the relationships between organizational and occupational commitments of professionals adopting the telework/home office system. For this purpose, an applied research approach with an explanatory objective was employed, utilizing a qualitative methodology. Semi-structured interviews, based on the literature and employing Bardin's content analysis (2011) through the Atlas.ti software, were conducted. From the 9 indepth interviews, 875 codes were generated and categorized into 10 groups, with a notable emphasis on organizational commitment (224 codes), occupational commitment (191 codes), and telecommuting (181 codes). Among the observed subcategories were the three bases of organizational commitment addressed by Meyer and Allen (1991), the affiliative base of Medeiros (2003), and antecedents related to human resource systems aligned with organizational strategies and the appreciation of individuals and teams within the work context. In occupational commitment, two bases of Meyer and Allen (1993) were identified: affective and normative. The categories associated with telework were condensed into four components: personal and professional adjustment, personal alignment, organizational benefits, and essential resources. The relationship between the individual, organization, and occupation was analyzed based on three variables: personal factor, internal factor, and external factor. Finally, the Conservation of Resources theory (Hobfoll, 1989; 2001) was the most prevalent in the obtained variables. The confirmation of the proposed thesis was obtained, providing valuable insights for managers and researchers seeking to foster committed professionals in the telework system. |
|---|