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Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this article is to outline the organizational commitment and entrenchment profiles of civil servants from the Brazilian Federal Revenue Office, comparing sociodemographic and occupational variables in the identified profiles. A quantitative, descriptive, cross-sectional study was carried out, collecting data via an online survey responded by 1,126 civil servants. Latent profile analysis was used to study the data, revealing four distinct organizational attachment profiles: i) moderately attached; ii) low attachment (predominantly uncommitted); iii) low attachment; iv) attached (predominantly committed). Most of the participants belonged to profiles with moderate and high levels of affective commitment. A shorter length of service and younger age predicted low attachment profiles, while senior positions were associated with profiles with higher levels of commitment and adjustment to social position (a dimension of entrenchment). Identifying these differences in profiles is a relevant contribution to more personalized and focused management of people and relationships. [ABSTRACT FROM AUTHOR]

Copyright of Mendive - Revista de Educacion is the property of Universidad de Pinar del Rio and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article examines the relationship between conflict management styles and organizational commitment among employees of Perbadanan Kemajuan Negeri Selangor (PKNS) in Malaysia. The study found that integrating, compromising, dominating, and avoiding conflict management styles were significantly related to organizational commitment. The research suggests that fostering good relationships among employees can create a harmonious work environment and contribute to a successful business and organization. The article emphasizes the importance of effective conflict management in achieving positive outcomes and highlights the negative consequences of unmanaged conflict. [Extracted from the article]

This article examines the influence of transformational leadership, job satisfaction, and interpersonal communication on organizational citizenship behavior and organizational commitment in a tax office. The study utilizes a questionnaire and structural equation modeling to analyze the data. The findings indicate that transformational leadership, job satisfaction, and interpersonal communication have a significant impact on the behavior and commitment of tax office employees. The study emphasizes the importance of these factors in enhancing engagement and commitment within the organization. [Extracted from the article]

The study aims to analyze the effects of transformational leadership and the perception of Corporate Social Responsibility (CSR) on the commitment and organizational citizenship of managers in one of the largest banking institutions in Latin America. Based on the literature review, six hypotheses were developed and tested using structural equation modeling (PLS-SEM), gathering evidence from 163 managers. The main findings reveal that for the sample investigated, transformational leadership and CSR directly influence organizational commitment, and indirectly influence organizational citizenship. It was also found that transformational leadership encourages the development of CSR awareness. The findings indicate that the effort to maintain a socially responsible company brings benefits in organizational commitment and leads to a positive benefit in organizational citizenship. Thus, the expectation is that there will be more and more socially responsible companies, encouraging CSR practices through programs, courses and training and delivering CSR values, which has repercussions for society, since with these traits and stimuli, people tend to work in a more committed way and with positive behavior coming from employees, there is greater employability, personal development and motivation for these professionals, in addition to eventually being able to generate benefits for the region. [ABSTRACT FROM AUTHOR]

This article explores the relationship between organizational commitment, leadership behavior, organizational citizenship behavior (OCB), and performance in education personnel staff. The research found that organizational commitment positively and significantly influences OCB and performance. Leadership behavior directly impacts OCB and performance, while OCB has a positive and significant effect on performance. OCB also mediates the relationship between organizational commitment and performance, as well as between leadership behavior and performance. The article suggests that organizations should focus on increasing loyalty, career development, and a sense of togetherness among education staff to improve performance. The text discusses the importance of organizational citizenship behavior (OCB) in achieving organizational effectiveness. It highlights the voluntary actions of employees, such as sharing information, maintaining organizational property, and adhering to organizational rules, as contributing to cost efficiency and goal achievement. The text also emphasizes the role of organizational commitment and leadership behavior in improving employee performance. While some studies support the positive effects of organizational commitment and leadership behavior on OCB and performance, others find contradictory results. The text suggests further research on leadership behavior and the use of mediating variables, such as OCB, to understand their impact on performance. The study focuses on educational staff in higher education organizations and aims to explore the relationship between leadership behavior, organizational commitment, OCB, and performance. The study examines the implementation of organizational commitment and leadership behavior on the performance of education personnel staff, with the mediating role of organizational citizenship behavior (OCB). The research findings suggest that leadership [Extracted from the article]

This article examines the relationship between organizational career management and organizational commitment in Jordanian universities. The study finds a positive correlation between career management and commitment among administrative staff. It emphasizes the importance of aligning individual and organizational goals to enhance commitment. The article also discusses the significance of career development in attracting skilled personnel and reducing turnover rates. Demographic variables such as age and gender were found to have varying degrees of influence on commitment. The study recommends clear promotion paths, training opportunities, and support from superiors to enhance career development and job commitment. [Extracted from the article]

Copyright of Universidad & Empresa is the property of Colegio Mayor de Nuestra Senora del Rosario and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article analyzes the influence of burnout syndrome on healthcare professionals’ organizational commitment. The extant literature debates the conceptual independence of burnout and organizational commitment. This study contributes to the debate by empirically validating the independence of the two constructs and analyzing the relationship between burnout and three different dimensions of organizational commitment. The analyzed population was formed by doctors and nurses working directly with patients and their families from organizations located in Montes Claros, in the Brazilian state of Minas Gerais. Data was collected using an adapted Maslach Burnout Inventory (MBI) scale (Maslach & Jackson, 1987) and the organizational commitment scale (Meyer et al., 1993), and analyzed using variance-based structural equation modeling. The results suggest that burnout and organizational commitment are independent constructs. Also, it was observed that burnout syndrome negatively affects the employee’s affective and calculative commitment to the organization, whereas there was no evidence of a negative relationship between burnout and normative commitment. Implications for theory development and organizational practice are discussed. [ABSTRACT FROM AUTHOR]

The main objective of this article is to assess the indicators of quality of working life (QWL) for academics and compare indicators of QWL in public universities in Brazil and Canada. The sample of this study consists of 205 professors of Minas Gerais and 269 from Quebec. Data were collected through an online questionnaire administered in February and March 2013.Three significant differences were found between the two samples: the meaning at work, affective commitment and continuance commitment. Brazilian professors seem to find more meaning in work than Canadian professors and they have more affective commitment with their institutions. [ABSTRACT FROM AUTHOR]

This paper assesses the effects of employee perception of corporative social responsibility (CSR) practices on organizational commitment (OC) in textile companies located in the Brazilian state of Ceará – a relevant region for the textile industry in Latin America. The research used a survey to collect data from 539 employees working in three companies, adopting a quantitative approach based on structural equation modeling. The results show that CSR practices geared toward employees, clients, suppliers, and government positively impacted affective/normative commitment, whereas CSR practices geared toward society and the environment impacted commitment negatively. Also, CSR practices focused on employees affected their continuance commitment, while CSR practices focused on other stakeholders did not present the same impact. Finally, the findings show that large textile companies tend to adopt more CSR practices, which significantly influences employee commitment. [ABSTRACT FROM AUTHOR]

This paper aims to identify the impact of sustainable human resource management (SHRM) practices on organizational commitment (OC). The study used a sample of 290 employees linked to six companies classified in the Bovespa Sustainability Index. The research hypotheses were tested based on a structural model, using the structural equation modeling (SEM) technique. The results show that SHRM practices are represented by three dimensions: attraction and retention of professionals, maintaining healthy and motivated professionals, and developing the skills of professionals. These practices have a significant and positive impact on affective commitment (AC) and normative commitment (NC). Besides, the AC stands out as a partial mediator of the relationship between SHRM practices and NC. [ABSTRACT FROM AUTHOR]

Copyright of Revista do Serviço Público (Civil Service Review) is the property of Revista do Servico Publico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Gestão & Tecnologia is the property of Revista Gestao & Tecnologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal Public Administration & Social Management / Administração Pública e Gestão Social is the property of Administracao Publica e Gestao Social and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista do Serviço Público (Civil Service Review) is the property of Revista do Servico Publico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Given the question "how are Quality of Life at Work and Organizational Bonds (commitment, entrenchment, consent) related to Family Health Strategy professionals?", The objective was to propose and validate a model that related such constructs, in the perception of doctors and nurses belonging to the Family Health Strategy (FHS) of Manaus (AM). The theoretical framework reflects such themes (Hackman & Oldham, 1975; Meyer & Allen, 1991; Rodrigues & Bastos, 2010, 2015; Silva, 2009, 2013). Through a questionnaire, 98 nurses and 63 doctors participated in the research. Data analysis involved: exploratory factor analysis; structural equation modeling; and descriptive analysis of the data. The adjusted model indicates that the constructs of quality of life at work (Specific Satisfactions: Rewards and Supervision; Task Dimensions: Autonomy and Communication) influence the three bonds and determine the following of the rules, including regarding submission to the hierarchy. closing on Organizational Consent. [ABSTRACT FROM AUTHOR]

This study aimed to investigate the influence of human resources practices on organizational commitment in its three dimensions. The research was carried out in a supermarket chain that operates in the Brazilian retail sector. Questionnaires were applied with the supermarket employees and the final sample is composed of 521 valid responses. Descriptive statistics, exploratory factor analysis and structural equation modeling were applied. The results evidenced that affective commitment is influenced by the work conditions, and the practice of competency-based performance appraisal influences continuance commitment, while the compensation and reward practice positively affects the normative commitment. This study contributes to the effectiveness of human resources practices and evidences the consistency of the application of the three-component model of commitment in Brazil. [ABSTRACT FROM AUTHOR]

Organizational commitment can be considered a strategic and decisive factor in organizations. This paper aims to describe and compare the configuration of organizational commitment in a Higher Technical Education Institution and a Teaching and Research Foundation, both from Minas Gerais. A questionnaire was used based on Allen & Meyer's (1990) commitment scale and at the end of the instrument four open questions to understand organizations' perceptions of commitment. The results showed that the affective basis has higher perception in the Teaching Institution in comparison to the Foundation that has the highest average in the calculative base. The low adherence of the affective commitment in the case of the Foundation can indicate problems that deserve attention of the management of people of this organization with a view to losses of personnel and discontinuity of services. It should be emphasized that the open questions contributed to the undressing of the diagnosis proposed by the questionnaire, indicating the reasons for the affective and calculative impairment perceived in the organizations. Implications, limitations and suggestions are discussed in the article. [ABSTRACT FROM AUTHOR]

Despite being a topic widely studied, voluntary employee turnover still raises many questions and debates. In this sense, the purpose of this qualitative study was to investigate the reasons behind the decision to change jobs, expressed by former employees of a large public Brazilian company. The selection of subjects included, on the one hand, younger employees who left before completing 10 years of work in the company and, on the other, more experienced employees who left after 20 years of work. The results showed that, for the younger professionals, the decision to leave was predominantly motivated by extrinsic rewards and by their dissatisfaction with promotion and recognition practices prevailing in the company. For the more experienced, it was decisive the seeking of new professional challenges and the prospect of having their knowledge, acquired over the years, being more valued. [ABSTRACT FROM AUTHOR]

The objective of this article is to investigate the relationships between the organizational commitment (RODRIGUES; BASTOS, 2011) and the employees' organizational entrenchment (RODRIGUES, 2009), human resources practices and agency-community models of people management (ROUSSEAU; ARTHUR, 1999) adopted. For this aim, 107 questionnaires were applied to an accounting firm located in the city of Salvador, Bahia. It's a quantitative study based on descriptive and correlational analyzes. High scores were identified regarding commitment, people management practices and the agency-community people management model. It is also noticeable the incidence of entrenchment, but at lower levels when compared to the impairment. There is a high degree of correlation between commitment and entrenchment, people management practices and commitment, people management practices and entrenchment, community model and commitment and the agency-community model and entrenchment. [ABSTRACT FROM AUTHOR]

This study aims to analyze the relationship between organizational commitment and job satisfaction among civil servants of city halls. The theoretical platform that was used to approach organizational commitment was based on the model of Meyer and Allen (1991), validated in Brazil by Medeiros and Enders (1998). Regarding job satisfaction, the construct of Siqueira (1995, 2008) was used. For research development, the quantitative approach was chosen, being the data collected using research instruments derived from scales validated for these constructs. The methods used in the comparison of averages were t test and Anova, and in the evaluation of relationships, exploratory and confirmatory factor analyses and structural equation modeling. The associations between the constructs showed that affective dimension of commitment shows a significant relation with satisfaction. In the same way, but with a negative relation, the normative dimension also shows relation with job satisfaction, indicating the higher the normative commitment of employees, the lower their satisfaction. As for the instrumental dimension, there was no relation with satisfaction. The results showed that civil servants of city halls feel satisfied when they are affectively committed and dissatisfied if their commitment is only to comply with norms. [ABSTRACT FROM AUTHOR]

This paper analyzes the organizational commitment in a recycling cooperative by using the tridimensional model developed by Allen and Meyer (1990). The research is exploratory and descriptive, and used qualitative techniques such as observations, interviews and document analysis. It was observed that coop members who work at Cooperativa Recicla Paranaíba (COOREPA) for long periods of time tend to be aff ectively commiƩ ed. Additionally, although coop members need their job, they are not actively engaged in production processes. Concluding, there is a lack of identifi cation to the principles of solidarity economy. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Administração is the property of Instituto de Administracao da FEA-USP and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The main objective of this article is to assess the indicators of quality of working life (QWL) for academics and compare indicators of QWL in public universities in Brazil and Canada. The sample of this study consists of 205 professors of Minas Gerais and 269 from Quebec. Data were collected through an online questionnaire administered in February and March 2013.Three significant differences were found between the two samples: the meaning at work, affective commitment and continuance commitment. Brazilian professors seem to find more meaning in work than Canadian professors and they have more affective commitment with their institutions. [ABSTRACT FROM AUTHOR]

Copyright of Revista Lusofona de Educacao is the property of Universidade Lusofona de Humanidades e Tecnologias, CEIEF and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Education Policy Analysis Archives / Archivos Analíticos de Políticas Educativas / Arquivos Analíticos de Políticas Educativas is the property of Educational Policy Analysis Archives & Education Review and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The objective is to analyze the organizational commitment regarding material resources and assets of a recycling cooperative. Management of material resources and assets, which is generally a relevant and problematic issue to recycling cooperatives, may occur in a more rational manner, generating productivity gains, greater ability to control the outcome, improving the quality of decisions of the enterprise, and, consequently, the operational and financial results. An empirical, descriptive and qualitative research was made; a case study was chosen as technical procedure. The Cooperativa Recicla Paranaíba (Coorepa) was selected as the object of study because of its local notoriety, being the only cooperative in the state duly registered with the Organização das Cooperativas Brasileiras de Mato Grosso do Sul (OCB/MS), besides being creditable in the "Prêmio Santander Universidades" in 2011 , the latter awarded a hundred thousand reais to Coorepa. Data collection involved a triangulation of sources of evidence: direct observation, interviews and documents. For data processing, we used the content analysis. The results were organized according to the approaches of organizational behavior (affective, normative and instrumental). Coorepa faces many problems related to the management of their assets and material resources and, considering this perspective, it is necessary to establish rational and appropriate management methods, as well as small investments, preparation of simple mechanisms for management of material resources and assets. However, a key aspect to high-quality managing of material resources and assets is the commitment of its members. The conceptual model of organizational behavior analysis developed in this paper links the approaches of organizational behavior with major authors and categories of analysis, that allowed us to assess the levels of involvement of the Coorepa's members as low in all three assessed approaches: emotional, instrumental and normative. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Administração is the property of Instituto de Administracao da FEA-USP and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The organizational commitment is one of the most investigated topics of research in the field of organizational behavior and the genesis of its importance lies in recognizing the broad explanatory power of the construct. Given the apparent overlap reported in the literature between the affective and the normative dimensions of commitment, it has been proposed the construct of organizational compliance to differentiate committed workers from obedient ones. This article aims to establish the boundaries between the constructs of organizational commitment and consent. The study consisted of a cross-sectional survey with 994 workers from different organizations and production segments. The analysis suggests evidence of discriminant validity between consent, affective commitment and normative commitment. This can be observed in the different effect size of socio demographic variables on commitment and consent and the low correlation between consent and normative base of commitment (r=240). [ABSTRACT FROM AUTHOR]

In the context of Career Audit of Receita Federal was used for about nine years, the system of variable remuneration linked to the assessment of individual performance and the achievement of fundraising goals. From 2008, this remuneration system was replaced by the mode of compensation for pecuniary benefit, set in a lump sum, without bonuses or rewards. The new model marks the end of the performance goals for individual and institutional remuneration. Given this reality, the research aims to answer the following question: What effect will the model change of variable compensation to pay for subsidy issue in organizational commitment in the context of career federal tax audit? The overall objective is to investigate the relationship of organizational commitment in models of variable pay and allowance. For this purpose, are considered two different times so pay: under the regime of variable pay, linked to individual performance and the achievement of organizational goals, and the second time in the form of pay for the subsidy, without any link with organizational goals or individual performance. The research is quantitative and descriptive as to the purposes, using a survey as a method of data collection, with 142 members of the Audit Career RFB located in the 3rd Region Fiscal. The data analysis was performed using non-parametric statistical inference, based mainly on tests of univariate analysis of variance. The results indicate a high degree of organizational commitment on the part of respondents, lack of effect on this commitment to change the system of remuneration that crossed the category and show that auditors and analysts have a preference for fixed-fee model. There was also a perception of negative change in work with the change in the compensation, indicating the need to examine in future studies, such as organizational resistance variables mediate the process of change in pay systems. [ABSTRACT FROM AUTHOR]

This study aims to verify the dimensionality of the organizational compromising scale by Rasch model. The scale consists of the affective factor and sub-dimensions of the instrumental factor. Took part in this study 184 workers, 91 male (48.5%) with ages ranging from 18 to 61 (M = 27.44, SD = 7,12). Infit average was 1.04 (SD = 0.19) range from 0.72 to 1.53. Outif mean was 1.03 (SD = 0.54) with minimum value 0.67 and maximum of 1.90. Regarding people fit parameters, the infit mean was 1.02 (SD = 0.49) and outfit 1.03 (SD = 0.54). Items with higher loading in positive and negative dimension were selected. The correlation analysis between positive and negative items corrected by Spearman-Brown form was r = 0.68. After rehearsals for answered categories association and analysis, the dysfunctions categories were grouped, reducing from seven to three answer alternatives. Because of that, the scale shows evidence of one-dimensionality. [ABSTRACT FROM AUTHOR]

Copyright of Económicas CUC is the property of Corporacion Universidad de la Costa, CUC and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The main authors in the area of Human Resources Management (HRM), including Legge (2006) and Wilkinson, Bacon, Redman and Snell (2010), agree that people have assumed an important and strategic role in organizations. Given that HRM policies need to contribute to greater commitment and job satisfaction, this study evaluates the relationship between these variables as perceived by the employees of the Brasília branch of the bookshop Livraria Cultura. Standard and hierarchical multiple linear regressions were performed to test and confirm the relationship of the proposed models. The results confirmed that HRM policies are predictors of organizational commitment, and even more so of job satisfaction. This research contributes to the advancement of studies in the area of Human Resource Management and Organizational Psychology by presenting an innovative way to measure HRM policies. Furthermore, for Livraria Cultura, the findings serve as a diagnosis, assisting managers in their decision-making process in order to improve the job satisfaction and commitment of its employees and thereby improve organizational outcomes. Some limitations of the study, and directions for further research are discussed. [ABSTRACT FROM AUTHOR]

This study aims to identify the relationship between social support at work, organizational support, and organizational commitment, considering the reality of teachers of the municipal education network. To this end, a survey was carried out involving 336 municipal teachers. In relation to social support at work, the results indicated high values for emotional and informational support, and lower values for instrumental support. In relation to organizational support, the teachers attributed high values to this aspect. For organizational commitment, the results show higher values for the Performance Obligation Base. Taking into consideration the relationships between the constructs, high ratios were obtained between the Affiliate and Affective bases of organizational commitment and emotional social support; between the obligation to Remain and Affiliative bases of organizational commitment and organizational support; and between emotional and instrumental social support and organizational support. [ABSTRACT FROM AUTHOR]