Diferentes Vínculos Organizacionais: Explorando Concepções, Fatores Organizacionais Antecedentes e Práticas de Gestão

Abstract

ResumoO objetivo do presente trabalho foi o de analisar as concepções gerenciais sobre os vínculos Entrincheiramento, Consentimento e Comprometimento, bem como evidenciar as formas de gerenciamento, as práticas e políticas de Recursos Humanos relacionadas aos três vínculos. Procura-se, também, explorar os fatores organizacionais antecedentes que podem estar associados ao desenvolvimento destes diferentes construtos. A pesquisa foi realizada utilizando-se entrevistas semiestruturadas numa amostra de 20 gestores de três organizações -duas públicas e uma privada. Os dados foram analisados através da análise de conteúdo. Os resultados apontaram que os gestores apresentam concepções que se diferenciam quanto aos conceitos, os fatores antecedentes e as práticas de gestão. Foi constatado que, para os construtos Entrincheiramento e Consentimento, a organização oferece condições que estimulam a permanência do trabalhador, como ter uma política de RH com oferta de benefícios. Já o comprometimento foi relacionado a uma organização com uma boa estrutura, que oferece condições de crescimento, desenvolve ações gerenciais voltadas para treinamento, incentivos e premiações. Palavras-chave:Comprometimento organizacional. Cognição gerencial. Vínculos organizacionais. Práticas de gestão de pessoas.

Os Vínculos Organizacionais na Percepção de Gestores: Comprometimento, Entrincheiramento e Consentimento

“…Remarkably, the notion of a good worker comes close to the concept of commitment, corroborating other studies that explored organisational commitment from the perception of the organisational actors (Pinho, 2009;Pinho et al, 2015a It is noteworthy that the speeches of managers reveal that the concept of good worker encompasses items that relate to the ties of commitment to different focuses -organisation, work and workgroup -and the contents mentioned did not aggregate aspects of the constructs of entrenchment and organisational consent. This finding corroborates Pinho (2009), who researched in three organisations of different nature (private, federal and municipal), and did not identify the presence of notions of ties of entrenchment and consent in the conceptualisation of good worker.…”

“…To explore the complexity of the phenomenon, this paper uses commitment as a tie of affective nature, as this base is conceptually less controversial (Rodrigues et al, 2019) and strongly associated with desirable behaviour at work (Pinho et al, 2015a). Nevertheless, we argue that the continuative and normative should be investigated as separate phenomena from commitment, where they are called respectively entrenchment and consent.…”

“…The organisational consent finds its theoretical pillars in the literature of social psychology and sociology, characterized by the individualorganisation ties, established upon a perspective that, discarding affective elements, emphasizes the relationships of control and authority that lead workers to obey or fulfil their subordinated roles (Pinho et al, 2015a). The tie of organisational consent presupposes that the worker agrees with the organisational demands, fully complies with the orders and is not responsible for any consequences, mainly negative, that may result from his/her actions (Silva & Bastos, 2010).…”

“…Since the 1960s commitment represents a core construct in the field of organisational behaviour studies and kept this prominence to present days (Wasti et al, 2016). The prevalence of binding standards of behaviour has been associated with desirable and positive worker behaviours (Pinho, Bastos, & Rowe, 2015a). Despite the dynamic nature aspect of labour relations in the 21st century, organisations need a committed labour force and most of the people want to commit themselves to something (Klein, 2016).…”

Organizational Commitment: A Study of Public and Outsourced Servers of a Brazilian Public University

“…Consequently, there is a certain difficulty of conceptualization of the construct organizational commitment, as well as of the term commitment, used in everyday language, due to the complexity of the phenomenon. In accordance with Pinho, Bastos and Rowe (2015), there is a diversity of concepts about the construct, including the entrenchment and consent, which expand and make complex the managerial actions that are aimed at creating and strengthening the link between individual-organization.…”