Antecedentes do empenhamento organizacional em trabalhadores não-docentes: estudo de caso numa instituição de ensino superior

João Pedro Cordeiro; Pedro Cunha; Abílio Afonso Lourenço

doi:10.31211/rpics.2022.8.2.263

Authors

João Pedro Cordeiro Instituto Politécnico de Setúbal, Escola Superior de Ciências Empresariais, Centro de Investigação em Ciências Empresariais (CICE-IPS), Setúbal, Portugal https://orcid.org/0000-0002-0831-7892
Pedro Cunha Faculty of Human and Social Sciences of the Fernando Pessoa University, Porto, Portugal https://orcid.org/0000-0003-3219-4543
Abílio Afonso Lourenço Center for Research in Psychology and Education at Alexandre Herculano School, Porto, Portugal https://orcid.org/0000-0001-6920-0412

DOI:

https://doi.org/10.31211/rpics.2022.8.2.263

Keywords:

Organizational engagement, Higher education, Non-teaching employees, Sociodemographic variables, Descriptive study

Abstract

Objective: This study aimed to analyze the levels of organizational engagement and the relationship between engagement and sociodemographic variables in the higher education context. Engagement is a critical aspect of individual performance and a fundamental building block of organizational development. The way it is managed and its interrelationship with personal characteristics have been the area of development in several studies. Methods: The study was quantitative and had a cross-sectional nature through the application of a questionnaire survey to 127 non-teaching employees from a higher education institution. The questionnaire survey was validated, showing good psychometric qualities. Results: The hypotheses that systematized the specifications between the engagement components and the age, academic qualifications, and professional position variables have been confirmed in some of their various sub-alignments and can therefore be considered as determining how individuals are organizationally engaged. The hypotheses that guided the specifications between the engagement components and the gender and seniority variables were not confirmed; therefore, there was no relationship between them. Conclusions: The non-teaching employees are engaged in the institution, although with various levels anchored by some sociodemographic characteristics. It was a pioneering study in a national context between the distinct types of organizational engagement and sociodemographic variables in the higher education context. It contributed to the formulation of management strategies focused on organizational commitment, supporting the formulation of systems based on organizational behavior.

Downloads

Download data is not yet available.

References

Abro, Z. (2019). Antecedents and consequences of faculty engagement: A case study of business schools in Pakistan. Pakistan Business Review, 20(3), 754–767. https://bit.ly/3QCFOBH

Allen, N. (2016). Commitment as a multidimensional construct. Em J. P. Meyer (Ed.), Handbook of employee commitment (pp. 28–42). Edward Elgar Publishing Limited.

Araújo, S. M. (2010). Comprometimento organizacional a luz do modelo conceitual das três dimensões de Meyer e Allen: um estudo de caso no IFRN – Campus Natal/Central [Dissertação de mestrado, Universidade Potiguar]. Universidade de Potiguar Repositório. https://bit.ly/3QAJp2X

Arbuckle, J. L. (2016). IBM SPSS Amos 24 user’s guide. Smallwaters Corporation.

Becker, H. S. (1960). Notes on the concept of commitment. The American Journal of Sociology, 66(1), 32–40. https://doi.org/cbjrd7

Brown, T. (2015). Confirmatory factor analysis for applied research (2ª ed.). The Guilford Press.

Byrne, B. M. (2010). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Routledge. https://doi.org/gpk4s8

Byrne, B. (2016). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Routledge.

Ceribeli, H., & Torres, T. (2017). Uma análise do comprometimento organizacional baseada em questões demográficas e no porte das empresas. Revista Perspetivas Contemporâneas, 12(3), 97–116. https://bit.ly/3QCrZ64

Cordeiro, J. (2014). Comprometimento organizacional e comportamentos de cidadania organizacional. Em M. Jesus, C. Baptista, & F. Serra (Ed.), Perspetivas contemporâneas em recursos humanos e empreendedorismo (pp. 7–21). Universidade do Algarve.

Cordeiro, J., & Cunha, P. (2018). Gestão de conflitos, comportamentos de comprometimento e de cidadania organizacional em contexto educativo: contributos para a formulação de um modelo concetual. European Journal of Applied Business and Management, 4(3), 46–66. https://bit.ly/3exQXWW

Ermis, S., Gokyurek, B., Sahin, M., & Yenel, F. (2015). The examining of the academic’s level on the different variables of organizational commitment: Sample of physical education. Science, Movement and Health, 15(2), 528–533. https://bit.ly/3eG4jk4

Farooq, N., & Zia, Y. (2013). Gender and organizational commitment. PUTAJ – Humanities and Social Sciences, 2, 273–281.

Finney, S., & DiStefano, C. (2013). Nonnormal and categorical data in structural equation models. Em G. R. Hancock & R. O. Mueller (Ed.), A second course in structural equation modeling (2ª ed., pp. 439–492). IAP Information Age Publishing.

Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate data analysis (7ª ed.). Prentice Hall.

Hoelter, J. W. (1983). The analysis of covariance structures: Goodness-of-fit indices. Sociological Methods and Research, 11, 325–344. https://doi.org/cnnsbs

Hu, L. T., & Bentler, P. M. (1999). Cut off criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6, 1–55. https://doi.org/dbt

Kariuki, A., & Kiambati, K. (2017). Empowerment, organizational commitment, organization citizenship behavior and firm performance. Management Studies, 5(4), 290–300. https://doi.org/jdt8

Klein, H. (2016). Commitment in organizational contexts: Introduction to the special issue. Journal of Organizational Behavior, 37(4), 489–493. https://doi.org/gf2x55

Klein, H., Solinger, O., & Duflot, V. (2022). Commitment system theory: The involving structure of commitments to multiple targets. Academy of Management Review, 47(1), 116–138. https://doi.org/gn3jch

Marcoux, G., Guihur, I., & Leclerc, A. (2018). Co-operative difference and organizational commitment: The filter of socio-demographic variables. The International Journal of Human Resource Management. https://doi.org/gftkpq

Marôco, J. (2018). Análise estatística com o SPSS. Edições ReportNumber.

Mathieu, J., & Zagac, D. (1990). A Review and meta-analysis of the antecedents, correlates, and consequences of organisational commitment. Psychological Bulletin, 108(2), 171–194. https://doi.org/fr9s9d

Meyer, J., & Allen, N. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–89. https://doi.org/bxtnzf

Meyer, J., & Allen, N. (1997). Commitment in the workplace: theory, research, and application. Sage Publications. https://doi.org/hh4b

Meyer, J., & Espinoza, J. (2016). Occupational commitment. Em J. P. Meyer (Ed.), Handbook of employee commitment (pp. 135–149). Edward Elgar Publishing Limited.

Meyer, J., Allen, N., & Smith, C. (1993). Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538–551. https://doi.org/dh3264

Meyer, J., Stanley, D., Herscovich, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behaviour, 61(1), 20–52. https://doi.org/djh2bm

Mintzberg, H. (2010). Estrutura e dinâmica das organizações (4ª ed.). Dom Quixote.

Nascimento, J., Lopes, A., & Salgueiro, M. (2008). Estudo sobre a validação do modelo de comportamento organizacional de Meyer e Allen para o contexto português. Comportamento Organizacional e Gestão, 14(1), 115–133. https://bit.ly/3QCsX2c

Nunes, E., & Gaspar, M. (2014). Modelo de comportamento organizacional de Meyer e Allen: estudo com os enfermeiros. Pensar Enfermagem, 18(1), 14–26. https://bit.ly/3ByyN0k

Ocampo-Álvarez, L., Quiroz-González, E., & Villavicencio-Ayub, E. (2021). Engagement y optimismo en un grupo de trabajadores colombianos: análisis de algunos predictores. Universidad Y Salud, 23(3), 320–328. https://doi.org/jb8j

Orphan, C., & Broom, S. (2021). Life at the people’s universities: Organizational identification and commitment among regional comprehensive university faculty members in the USA. Higher Education, 82(1), 181–201. https://doi.org/jb8h

Parmar, V., Channar, Z., Ahmed, R., Streimikiene, D., Pahi, M., & Streimikis, J. (2022). Assessing the organizational commitment, subjective, vitality and burnout effects on turnover intention in private universities. Oeconomia Copernicana, 13(1), 251–286. https://doi.org/ jb8g

Rahman, S., Islam, Z., Abdullah, A., & Sumardi, W. (2018). Empirical investigation of the relationship between organizational factors and organizational commitment in service organizations. Journal of Strategy and Management, 11(3), 418–431. https://doi.org/jb8f

Sabino, A., Lopes, A., & Nogueira, F. (2015). Do comprometimento organizacional, à satisfação com o trabalho e às estratégias comportamentais: inferências sobre os dois subsistemas do ensino superior público em Portugal. Revista Lusófona de Educação, 31, 33–55. https://bit.ly/3fnJZ7x

Salas-Vallina A., & Alegre, J. (2017). The role of gender, age, job level and job security on physician’s engagement in Spanish public hospitals. Universia Business Review, 4th Quarterly, 36–51. https://bit.ly/3RBGFny

Shahid, A., & Azhar, S. (2013). Gaining employee commitment: Linking to organizational effectiveness. Journal of Management Research, 5(1), 250–268. https://doi.org/jdt7

Silva, K., Bohnenberger, M., & Froehlich, C. (2021). Comprometimento organizacional baseado no modelo de Meyer e Allen em uma instituição de ensino superior. Revista Interface, 18(2), 72–95. https://bit.ly/3djlvM1

Silva, K., Gallon, S., & Pessotto, A. (2017). Comprometimento organizacional em uma IES comunitária. Revista de Administração IMED, 7(1), 336–358. https://doi.org/jb8d

Sloan, D., Buckham, R., & Lee, Y. (2017). Exploring differentiation of self and organizational commitment. Journal of Managerial Psychology, 32(2), 193–206. https://doi.org/f92t8p

Streiner, D. L. (2003). Starting at the beginning: An introduction to coefficient alpha and internal consistency. Journal of Personality Assessment, 80(1), 99–103. https://doi.org/bwxz25

Uchenna, O., & Tolulope, A. (2013). Perceived organizational support and some demographic variables predicting organizational commitment of non-teaching employees in a State-owned Nigerian University. Ife PsychologIA, 21(1), 182–193. http://www.ifepsychologia.org/

Yağar, F., & Dökme, S. (2019). The relationship between organizational commitment and demographic variables of physicians in public institutions. International Journal of Healthcare Management, 12(1), 81–86. https://doi.org/jb79

Yin, R. (2015). Estudo de caso: planejamento e métodos (5ª ed.). Bookman.

Zia, Y. (2014). Organizational Commitment of private university faculty: Does age matter? Humanities and Social Sciences, 21(2), 81–88.

Zonatto, V., Silva, A., & Gonçalves, M. (2018). Influência da motivação para o trabalho no comprometimento organizacional. Revista de Administração IMED, 8(1), 169–190. https://doi.org/jb8c