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PurposeIs it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors’ aim was to compare two models of antecedents and their consequences: the model that includes OE and AC, and the one that includes CC and AC.Design/methodology/approachAn extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC).FindingsAs expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or non-significant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment.Research limitations/implicationsThe fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011).Practical implicationsThe practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices.Social implicationsThe clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities.Originality/valueIt is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment.

Purpose This research aimed to analyze the influence of Support for Transfer of Training on the links of Organizational Commitment and Organizational Entrenchment. Design/methodology/approach A descriptive research of a quantitative nature was carried out. Participated in the survey 392 civil servants from a Public Higher Education Institution. Findings The results showed that a greater perception of Support for the Transfer of Training by workers increases their levels of Affective Commitment, which results in a series of behaviors favorable to better organizational performance. The relationship between Training Transfer Support and Organizational Entrenchment has not been demonstrated. This fact shows that when analyzing the Support for Transfer of Training, the worker, even associating such benefit with an exchange reasoning (of losses and gains) does not change his Entrenchment link. Originality/value The evidence demonstrates that investments in Training Transfer Support by organizations produce a desire for permanence and affection centered on the achievement of organizational goals and objectives.

Resumo O estágio é um espaço de vivências de integração ensino-trabalho, que pode viabilizar a concretização de conhecimentos em ações profissionais e possibilitar ao estudante trabalhar com pessoas de diferentes identidades. Diante dessa diversidade, a experiência de inclusão no trabalho se relaciona com a percepção dos indivíduos quanto a sua aceitação, respeito e valorização, em função de sua identidade individual e grupal. Nesse sentido, este estudo objetivou compreender a experiência psicológica de inclusão entre estagiárias de Psicologia. Utilizou-se uma abordagem qualitativa, por meio da realização de entrevistas narrativas com 15 estudantes de Psicologia que estagiavam em equipes multiprofissionais de saúde, com idades entre 23 e 57 anos; dentre eles, 14 eram mulheres e 10 eram autodeclaradas negras. Mediante o uso de categorias temáticas, as narrativas foram analisadas, buscando compreender os sentidos que as experiências tiveram para as entrevistadas. A experiência psicológica de inclusão foi vinculada à percepção de pertencimento à equipe e de acesso às informações e aos recursos necessários para o desenvolvimento do trabalho. Por outro lado, as estagiárias expressaram que, em algumas situações, não sentiam interação e comunicação construtivas com médicos e trabalhadores da enfermagem. Os resultados afirmaram a importância dos estágios curriculares como dispositivos de inclusão no mundo do trabalho, reiterando que a diversidade abrange elementos como experiência no trabalho e categoria profissional. Entende-se que esses conhecimentos podem promover importantes discussões e, assim, fundamentar a elaboração de políticas e práticas organizacionais mais inclusivas para lidar com uma força de trabalho diversa. Abstract The internship is a space for teaching-work integration experiences, which can enable knowledge to materialize in professional actions and enable the student to work with people of different identities. Given this diversity, the experience of inclusion at work relates to the perception of individuals regarding their acceptance, respect, and appreciation, according to their individual and group identity. In this sense, our study aimed to understand the psychological experience of inclusion among psychology interns. A qualitative approach was used, with narrative interviews with 15 Psychology students interning with multiprofessional health teams, aged between 23 and 57 years old; among them, 14 women and 10 self-declared black. By using thematic categories, we analyzed the narratives, seeking to understand the meanings that the experiences had for the interviewees. The psychological experience of inclusion was linked to the perception of belonging to the team and of access to the information and resources necessary for the development of the work. On the other hand, the interns expressed that, in some situations, they felt no constructive interaction and communication with nursing workers and doctors. The results affirmed the importance of curricular internships as devices for inclusion in the world of work, reiterating that diversity includes elements such as work experience and professional category. We understand that this knowledge can promote important discussions and, thus, support the development of more inclusive organizational policies and practices to deal with a diverse workforce. Resumen La pasantía es un espacio para experiencias de integración trabajo-enseñanza, que puede permitir la concreción del conocimiento en acciones profesionales y que el alumno trabaje con personas de diferentes identidades. En vista de esta diversidad, la experiencia de inclusión en el trabajo está relacionada con la percepción de los individuos con respecto a su aceptación, respeto y apreciación, de acuerdo con su identidad individual y grupal. En este sentido, este estudio tuvo como objetivo comprender la experiencia psicológica de inclusión entre las pasantes de Psicología. Se utilizó el enfoque cualitativo, realizando entrevistas narrativas con 15 estudiantes de psicología, que eran pasantes en equipos de salud multiprofesionales, con edades entre 23 y 57 años, de las cuales 14 eran mujeres y 10 autodeclararon negras. Mediante el uso de categorías temáticas, se analizaron las narrativas, buscando comprender los significados que las experiencias tuvieron para las entrevistadas. La experiencia psicológica de inclusión estuvo vinculada a la percepción de pertenencia al equipo y al acceso a la información y los recursos necesarios para el desarrollo del trabajo. Por otro lado, las pasantes expresaron que, en algunas situaciones, no sentían una interacción constructiva y comunicación con los trabajadores de enfermería y los médicos. Los resultados afirmaron la importancia de las pasantías curriculares como dispositivos para la inclusión en el mundo laboral, reiterando que la diversidad incluye elementos como la experiencia laboral y la categoría profesional. Se entiende que este conocimiento puede promover debates importantes y, por lo tanto, apoyar el desarrollo de políticas y prácticas organizacionales más inclusivas para tratarse con una fuerza laboral diversa.

Resumo Introdução: a formação para o exercício profissional da Psicologia, como nas demais profissões, requer, como primeira aproximação, a experiência de estágios, quando situações que demandam intervenção profissional são vivenciadas pelo ainda estudante. Objetivo: compreender fatores que motivam ou inibem a expressão (voz) ou retenção (silêncio) de ideias, informações, opiniões ou preocupações relacionadas ao trabalho desenvolvido no estágio curricular. Método: foram realizadas entrevistas com 15 estudantes de Psicologia cujos estágios curriculares foram realizados em equipes multiprofissionais. Buscou-se compreender os sentidos que as experiências narradas tiveram para as entrevistadas. Resultados: foram identificadas tanto forças agindo na direção da fala, como na direção do permanecer em silêncio, relacionadas a cinco fatores: disposições individuais; atitudes e percepções; emoções e crenças; comportamento do supervisor; e fatores contextuais. Conclusão: destaca-se a importância do desenvolvimento de práticas, na formação em Psicologia, que priorizem a atuação em ambientes coletivos e interprofissionais. Abstract Introduction: training for the professional practice of Psychology, as in other professions, requires, as a first approximation, the experience of internships, when situations that demand professional intervention are experienced by the student. Objective: to understand factors that motivate or inhibit the expression (voice) or retention (silence) of ideas, information, opinions or concerns related to the work developed in the curricular internship. Method: interviews were conducted with 15 Psychology students whose curricular internships were carried out in multidisciplinary teams. We sought to understand the meanings that the narrated experiences had for the interviewees. Results: both forces acting in the direction of speech and in the direction of remaining silent were identified, related to five factors: individual dispositions; attitudes and perceptions; emotions and beliefs; supervisor behavior; and contextual factors. Conclusion: the importance of developing practices in Psychology training that prioritize work in collective and interprofessional environments is highlighted. Resumen Introducción: la formación para el ejercicio profesional de la Psicología, como en otras profesiones, requiere como primera aproximación la vivencia de las prácticas, que es cuando el estudiante vive situaciones que demandan la intervención profesional. Objetivo: comprender factores que motivan o inhiben la expresión (voz) o retención (silencio) de ideas, informaciones, opiniones o inquietudes relacionadas con el trabajo desarrollado en la pasantía curricular. Método: se realizaron entrevistas a 15 estudiantes de Psicología cuyas prácticas curriculares se llevaron a cabo en equipos multidisciplinarios. Buscamos comprender los significados que las experiencias narradas tenían para los entrevistados. Resultados: se identificaron fuerzas que actúan en la dirección del habla y en la dirección del silencio, relacionadas con cinco factores: disposiciones individuales; actitudes y percepciones; emociones y creencias; comportamiento del supervisor; y factores contextuales. Conclusión: se destaca la importancia de desarrollar prácticas en la formación en Psicología que prioricen el trabajo en ambientes colectivos e interprofesionales.

In the research agenda on organizational commitment, the three-dimensional model of Meyer and Allen is still extensively used, despite the fact that it has been the focus of discussions about conceptual and empirical problems, especially those related to one of its dimensions (continuance commitment). This study introduces to the existing debate the concept of organizational entrenchment, as the worker's tendency to remain due to his evaluation of his employability, his employment alternatives outside the organization, and the costs associated with leaving the company. In the career field, researchers found evidence of overlap between entrenchment and continuance commitment. In this study, we aimed to test the hypothesis of overlap between these constructs within the organizational target, using structural equation modeling. The sample consisted of 721 workers from different organizations and states in Brazil. We used SPSS 13.0 and AMOS 16.0 software. The two covariance models, both with good fit indices, provided evidence of overlap. In spite of the fact that the hypothesis was confirmed, we recommend further studies aimed at gathering additional empirical indicators showing that the continuance component represents the same phenomenon as organizational entrenchment, justifying its detachment from the concept of commitment.

The goal of this study was to examine changes in newcomers’ psychological contract over time. Based on schema theory and the post-violation model of the psychological contract, we theorized that psychological contract fulfillment is strengthening the psychological contract over time, while changes in the psychological contract are most likely to occur in a situation of low employer and employee fulfillment. In a sample of newcomers in a Brazilian public organization, we tested how the fulfillment of both employer and employee obligations explain the change in the psychological contract. The results support the hypotheses, and we found that the highest level of change in psychological contracts occurred when the fulfilments of the obligations of both parties were low. We discuss the implications for theory on the change in psychological contracts.

Prosocial voice is as a proactive and positively oriented verbal behavior that the worker emits with the intent of promoting transformation that benefits the group or organization. Despite being a phe-nomenon widely studied in other countries, in Brazil there are few researches dedicated to this phe-nomenon. Supported by the literature gap and driven by the Positive Psychology perspective, the aim of this study was to describe how prosocial voice behaviors (PSV) are manifested in different Brazili-an workers. Additionally, we sought to analyze the predictive power of well-being at work on these behaviors. From the application of scales to a sample of 360 Brazilian workers, descriptive, correla-tion and linear regression analyzes were conducted. Results shows that some occupational variables, as well as individual variables interfere with the frequency of PSV issuance. Besides, the better a worker feels about his work, the more likely he is to engage in PSV behaviors. La voz prosocial es un comportamiento verbal proactivo y positivamente orientado que el trabaja-dor emite con la intención de promover transformaciones que benefician al grupo u organización. A pesar de ser un fenómeno ampliamente estudiado en otros países, en Brasil hay pocas investiga-ciones dedicadas a este fenómeno. Apoyado por la brecha de la literatura e impulsado por la perspectiva de la Psicología Positiva, el objetivo de este estudio fue describir cómo se manifiestan los comportamientos de voz prosocial (PSV) en diferentes trabajadores brasileños. Además, bus-camos analizar el poder predictivo del bienestar en el trabajo sobre estos comportamientos. A partir de la aplicación de escalas a una muestra de 360 trabajadores brasileños, se realizaron aná-lisis descriptivos, de correlación y de regresión lineal. Los resultados muestran que algunas varia-bles ocupacionales, así como variables individuales, interfieren con la frecuencia de emisión de PSV. Adicionalmente, lo mejor que un trabajador se siente acerca de su trabajo, lo más probable que tenga comportamientos de PSV.

Neste estudo objetivamos descrever e explorar comportamentos de voz e silêncio (V&S) em uma perspectiva multidimensional com vistas a contribuir para seu entendimento e reduzir a lacuna empírica existente nesta perspectiva. Utilizando método descritivo, quantitativo e transversal foi possível, de forma pioneira no campo internacional, descrevermos os comportamentos de V&S em uma amostra de 476 trabalhadores inseridos em organizações diversas. As Escalas de Voz e de Silêncio nas Organizações permitiram identificarmos estes comportamentos, assim como suas relações com fatores demográficos e ocupacionais críticos para seu entendimento. Os resultados reforçaram a multidimensionalidade e simultaneidade de V&S, apontando a tendência dos trabalhadores a agruparem-se em padrões (clusters) e indicando diferenças significativas no modo de expressão ou retenção de informações ou sugestões relacionadas ao trabalho em virtude de características demográficas e ocupacionais. Realizamos considerações acerca do caráter descritivo, e recomendamos pesquisas com delineamentos mais complexos a partir do avanço do campo. In this study we aim to describe and explore voice and silence (V&S) behaviors in a multidimensional perspective and empirical. Using a descriptive, quantitative and cross-sectional method it was possible, in a pioneering way in the international field, to describe V&S behaviors in a sample of 476 workers in different organizations. The Voice and Silence Scales in Organizations allowed us to identify these behaviors, as well as their relationships with demographic and occupational factors critical to their understanding. The results reinforced the multidimensionality and simultaneity of V&S, pointing out the tendency of workers to cluster in patterns (clusters) and indicating significant differences in the mode of expression or retention of information or suggestions related to work due to demographic and occupational characteristics. We make considerations about the descriptive character, and recommend research with more complex designs from the advance of the field. Neste estudo objetivamos descrever e explorar comportamentos de voz e silêncio (V&S) em uma perspectiva multidimensional com vistas a contribuir para seu entendimento e reduzir a lacuna empírica existente nesta perspectiva. Utilizando método descritivo, quantitativo e transversal foi possível, de forma pioneira no campo internacional, descrevermos os comportamentos de V&S em uma amostra de 476 trabalhadores inseridos em organizações diversas. As Escalas de Voz e de Silêncio nas Organizações permitiram identificarmos estes comportamentos, assim como suas relações com fatores demográficos e ocupacionais críticos para seu entendimento. Os resultados reforçaram a multidimensionalidade e simultaneidade de V&S, apontando a tendência dos trabalhadores a agruparem-se em padrões (clusters) e indicando diferenças significativas no modo de expressão ou retenção de informações ou sugestões relacionadas ao trabalho em virtude de características demográficas e ocupacionais. Realizamos considerações acerca do caráter descritivo, e recomendamos pesquisas com delineamentos mais complexos a partir do avanço do campo.

The present study examines the association between the meaning of work attributed by employer before joining the organization and the ties (Organizational Commitment, Organizational Entrenchment and Organizational Consent) formed after months of work. It also analyzes the variability of the meaning of work, seeking to know the factors that influence it. For this, a longitudinal study was carried out with workers of different organizations, before their entry in contracting organization, applying a questionnaire containing measures previously validated for the brazilian context. A new data collect was made nine months after the entry. The main results revealed that work is one of the main spheres of life of the individual, being surpassed only by the family. It was found that the meaning of work is a significant element in predicting the future bond established between the individual entering the labor market and the contracting organization.

espanolLa autoeficacia es la creencia en la propia capacidad de organizar y ejecutar acciones, influyendo asi, en las experiencias humanas positivas. Es fundamental contar con instrumentos capaces de medir este constructo de manera adecuada. Esta investigacion tuvo como objetivo adaptar y validar la New General Self-Efficacy Scale (NGSE) para el contexto brasileno, a traves de dos estudios transversales independientes. En ambos estudios, la muestra estuvo constituida por adultos de 18 a 66 anos, con diferentes niveles de educacion, que respondieron a la escala despues de la traduccion y adaptacion de los items del instrumento original. La mejor solucion encontrada, a traves del analisis factorial exploratorio y confirmatorio, senalo la necesidad de correccion de 6 de los 8 items de la escala original en una estructura unifactorial. El modelo final presento indices de ajuste satisfactorios (χ2 /gl=2.98; GFI=0.97; CFI=0.97; TLI=0.94; RMSEA=0.08), asi como niveles adecuados de consistencia interna (α=0.83), lo que indica que esta medida puede ser utilizada en nuevas investigaciones nacionales. EnglishSelf-efficacy is a person's belief in their own ability to organize and perform actions, influencing positive human experiences. It is essential to have instruments capable of adequately measuring this construct. This study aimed to adapt and validate the New General Self-Efficacy Scale (NGSE) for the Brazilian context, through two independent cross-sectional studies. In both studies, the sample consisted of adults from 18 to 66 years of age, with varying levels of education, who responded to the scale after the translation and adaptation of the original instrument items. The best solution found through exploratory and confirmatory factor analysis indicated the maintenance of 6 of the 8 original scale items in a single-factor structure. The final model presented satisfactory fit indices (χ2 /gl=2.98; GFI=0.97; CFI=0.97; TLI=0.94; RMSEA=0.08), as well as adequate levels of internal consistency (α=0.83), indicating that this measure can be used in new national studies. portuguesAutoeficacia e a crenca da pessoa na sua propria capacidade para organizar e executar acoes, influenciando experiencias humanas positivas. E essencial haver instrumentos capazes de mensurar adequadamente esse construto. Esta pesquisa teve como objetivo adaptar e validar para o contexto brasileiro a New General Self-Efficacy Scale (NGSE), por meio de dois estudos independentes de corte transversal. Em ambos os estudos, a amostra foi composta por adultos de 18 a 66 anos, com variados graus de escolaridade, que responderam a escala apos a traducao e adaptacao dos itens do instrumento original. A melhor solucao encontrada por meio das analises fatoriais exploratorias e confirmatorias apontou para a manutencao de seis dos oito itens originais da escala em uma estrutura unifatorial. O modelo final apresentou indices de ajuste satisfatorios (χ2 /gl=2,98; GFI=0,97; CFI=0,97; TLI=0,94; RMSEA=0,08), assim como niveis adequados de consistencia interna (α=0,83), indicando que a medida pode ser utilizada em novas pesquisas nacionais.

O estudo das interfaces entre o trabalho e a família tem sido conduzido a partir de duas perspectivas antagônicas: de um lado, encontra-se a abordagem do conflito trabalho-família, linha tradicional de pesquisa que considera que as demandas advindas do trabalho e da família são em geral incompatíveis; de outro lado, encontra-se a perspectiva que considera que o acúmulo de papéis ocupacionais e familiares podem ser benéficos para os indivíduos em ambas as esferas da vida. O presente artigo teve o objetivo de caracterizar as duas principais perspectivas teóricas que dominam a pesquisa sobre as interfaces trabalho-família, destacando como problemas conceituais ainda presentes em ambas as vertentes se traduzem em problemas de mensuração, especialmente em pulverização de instrumentos de medida. Considera-se que o trabalho foi capaz de apontar importantes direcionamentos para futuros estudos que envolvam as interfaces entre trabalho e família, de modo a contribuir com o desenvolvimento da área.

This article aims to identify the influence of organizational commitment and entrenchment, as well as support for the transfer of training on the impact of on-the-job training. For this, a sample of 392 servers from a public institution of higher education who responded to a questionnaire prepared from previously validated self-assessment models was used. After quantitatively analyzing the data, the results showed positive correlations between affective commitment, the impact of training and support to transfer at work; and negative correlations between the training impact at work and the dimensions of entrenchment (limitations of alternatives and bureaucratic arrangements). It was concluded, therefore, that the nature of the individual's link with the organization differently affects the transfer of the learning obtained in the trainings, which can subsidize strategies for the strengthening of the training impact at work.This article aims to identify the influence of organizational commitment and entrenchment, as well as support for the transfer of training on the impact of on-the-job training. For this, a sample of 392 servers from a public institution of higher education who responded to a questionnaire prepared from previously validated self-assessment models was used. After quantitatively analyzing the data, the results showed positive correlations between affective commitment, the impact of training and support to transfer at work; and negative correlations between the training impact at work and the dimensions of entrenchment (limitations of alternatives and bureaucratic arrangements). It was concluded, therefore, that the nature of the individual's link with the organization differently affects the transfer of the learning obtained in the trainings, which can subsidize strategies for the strengthening of the training impact at work.

O presente trabalho tem o objetivo de propor um instrumento para a mensuração da interface positiva entre trabalho e família. Para isso, dois estudos empíricos foram conduzidos. O primeiro buscou alcançar uma primeira versão da medida, aplicando-a em uma amostra de 200 trabalhadores baianos. Foram conduzidas análises fatoriais exploratórias (AFE) e selecionados os melhores itens. O segundo estudo pretendeu refinar a investigação da medida por meio da aplicação em nova amostra, dessa vez composta por 446 trabalhadores de diferentes regiões. Os procedimentos de análise envolveram AFE e análise fatorial confirmatória. Os resultados apontaram o modelo com dois fatores como o que melhor representa a dimensionalidade do construto (X²/gl = 2,12; GFI = 0,87; CFI = 0,91; RMSEA = 0,07). A versão final da medida foi composta por 19 itens: nove referentes à interface positiva trabalho-família (α = 0,90) e 10 à interface positiva família-trabalho (α = 0,87). Acredita-se que a medida proposta poderá contribuir com a perspectiva da Psicologia Positiva nas organizações.

Low attrition and high job security in public organizations make the risk low for consequences of performing poorly. Climbing the ladder of job performance, what are the steps that should be in mind? The effects of fulfillment of the psychological contract and of affective organizational commitment on job performance were examined in a longitudinal study with employees and their line managers in a Brazilian public sector agency. We tested three models of mediation, aiming to better explain variance in job performance. This research design with employees and their bosses (N = 202) relieves common method bias and demonstrates in a robust and unique way, through a study carried out over two years, the effects of the fulfillment of the psychological contract on in-role job performance as well as the role of organizational commitment in this process. We found that fulfillment of the psychological contract explained variance in job performance, while commitment did not. However, the addition of organizational commitment as a mediating variable increased the explanatory power of the psychological contract. In our metaphor, psychological contract would be a significant step on the ladder, while commitment would be the difference in how much an individual can stretch his/her arms to reach the best job performance.

Higher education has joined affirmative action and promoted the coexistence between different social groups at universities. This study evaluated the interaction pattern between 926 affirmative action and regular students from 25 different undergraduate programs from a public university using an informal social networks questionnaire. Homophily was the parameter chosen to measure intergroup relations. This behavior was evaluated according to the student’s term, yield rate (percentage of admitted students who enroll), field of knowledge and nature of relationship. The results showed a low degree of integration between groups in highly competitive undergraduate programs. The group of regular students showed a greater tendency for endogeneity. These results point to need to create a culture of inclusion that provides a distribution of resources between different social groups. Resumo A adesão ao sistema de cotas no ensino superior promoveu a convivência entre grupos sociais distintos. O estudo avaliou o padrão de interação entre 926 estudantes cotistas e não cotistas de 25 turmas de uma universidade pública brasileira, utilizando um questionário de redes sociais informais. Homofilia foi o parâmetro escolhido para medir as relações intergrupais. Esse comportamento foi avaliado de acordo com o semestre, a concorrência, a área de conhecimento e a natureza da relação. Os resultados demonstraram baixo grau de integração entre os grupos nos cursos de alta concorrência, bem como maior tendência à endogenia no grupo de não cotistas. Tais resultados apontam a necessidade de se criar uma cultura inclusiva, que propicie a distribuição de recursos entre os diferentes grupos sociais envolvidos.

Summary Previous studies on newcomer socialization have evidenced quite consistently that newcomers' affective commitment tends to decline in the first years of employment. In this paper, we attempt to explain why a minority of Brazilian newcomers in a governmental organization (N = 194) display growth in commitment (33 per cent) in the first 3 years of employment, despite the fact that the odds are clearly in favor of decline (62 per cent). We reasoned that the minority displaying growing commitment may have had qualitatively different work experiences or would have different personal characteristics. We used latent growth modeling and post hoc tests to analyze the hypotheses. Concerning individual differences, newcomers with growing commitment were on average older but did not have higher work centrality. Concerning work experiences, newcomers whose training matched the job (high person–job fit) and whose tasks were challenging were more prevalent in the growing commitment group. The newcomers who showed declining commitment were more likely to feel overwhelmed by the amount of work in the new role (high role overload) and were typically not promoted to higher ranks. Change in commitment also predicted self-reported performance (productivity and initiative) 3 years after organizational entry. Copyright © 2016 John Wiley & Sons, Ltd.

Os estudos sobre comprometimento organizacional trazem como marca importante a excessiva fragmentação e pulverização de medidas, tornando-se premente a necessidadede análise conceitual que permita estabelecer, de forma mais consensual, os limites dopróprio conceito de comprometimento, diferenciando-o de outros construtos usados napesquisa organizacional. Assim, este estudo objetivou analisar o próprio conceito decomprometimento expresso por trabalhadores, como ponto de partida para se rever osinstrumentos padronizados já disponíveis. O estudo foi conduzido entre servidores de quatro universidades federais (UnB, UFBa, UFMG, UFU); houve, de início, a aplicaçãode um questionário aberto a 240 servidores; em um segundo momento, entrevistas comuma subamostra de 40 participantes. As respostas foram analisadas qualitativamente,sendo criados distintos sistemas de categorização do conteúdo das informações. Osindicadores levantados permitiram a identificação dos principais focos e bases do conceito de comprometimento expresso pela participantes. Os resultados são confrontados comos conceitos de comprometimento dominantemente utilizados na pesquisa organizacional. Research on organizational commitment is characterized by an excessive fragmentationand pulverization of measurement. It urges the need for a conceptual analysis that allowsthe stablishment, in a more consensual manner, of boundaries of the very concept ofcommitment, by contrasting it with other concepts common to organizational research.Therefore, this study has aimed to analyse the concept of commitment itself, as it isexpressed by workers, taking this as a starting point for a revision of the standardinstruments currently available. The research was conducted among workers from fourpublic universities (UnB, UFBa, UFMG, UFU). Its first step was the applyance of anopen questionnaire to 240 workers, followed by a second phase of interviews with asubsample of 40 workers. Answers were analysed qualitatively, by creating a system ofcategories for their content. Indicators thus devised have allowed the identification of the main foci and basis of the concept of commitment expressed by the participants. Results are then confronted with the concepts of commitment currently in use inorganizational research.

ResumoEste trabalho investigou o Comprometimento Organizacional nas bases afetiva, normativa e instrumental, de acordo com o modelo de Meyer e Allen (1991), e mais dois vínculos - Entrincheiramento e Consentimento Organizacionais. O objetivo foi analisar os significados atribuídos por gestores a esses três vínculos, explorando seus elementos distintivos. A pesquisa foi conduzida pelo método qualitativo, através de entrevistas semiestruturadas com 20 gestores. O roteiro investigava os dados pessoais e o conceito atribuído a cada um dos vínculos. Para isso, utilizou-se, como recurso, a apresentação de fichas escritas com noções sobre cada construto. Os dados foram analisados pela análise de conteúdo. Os resultados apontaram que comprometimento refere-se a aspectos positivos, às noções de envolvimento e motivação. O entrincheiramento foi relacionado ao medo de mudar de organização para não arriscar a estabilidade já adquirida. Demonstrou, ainda, ser um vínculo instrumental que aprisiona o sujeito, levando-o ao desenvolvimento de uma relação de dependência e acomodação. O consentir indicou submissão às relações de poder e autoridade, insatisfação com o trabalho e a organização. Concluiu-se que os três vínculos se diferenciam conceitualmente e indicam influenciar distintamente a relação entre indivíduo e organização. AbstractThis work investigated Organizational Commitment based on the three component model - affective, normative and continuance - introduced by Meyer and Allen (1991) and two constructs - Organizational Entrenchment and Consent. The objective was analysis of the meaning attributed by managers to three links, exploring their distinct elements. The research was carried out through the use of qualitative analysis of interviews with 20 managers. The interview script investigated personal data and the concepts attributed to each link. Data was submitted to content analysis. Results highlighted that managers have very different conceptual structures for the three constructs. Commitment was considered a positive tie, indicating engagement and motivation. In a different way, entrenchment was related to fear of changing organizations, in that changing jobs risks existing stability. Entrenchment turned out to be an instrumental tie that imprisons the subject and leads to development of a relationship of dependency and accommodation. Consent fit better into the idea of submission to power and authority relationships, and being unsatisfied with work and the organization. In conclusion, the three links are different in conceptual terms and indicate distinctive influence on relationships between individuals and organizations.

The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were different according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings.

Submitted by Núcleo de Pós-Graduação Administração (npgadm@ufba.br) on 2017-04-03T19:12:48Z No. of bitstreams: 1 Comprometimento e entrincheiramento organizacional- explorando as relações entre os construtos..pdf: 393445 bytes, checksum: ae066e29f064f521412d9c8b242387b8 (MD5) Approved for entry into archive by Maria Angela Dortas (dortas@ufba.br) on 2017-04-06T17:27:31Z (GMT) No. of bitstreams: 1 Comprometimento e entrincheiramento organizacional- explorando as relações entre os construtos..pdf: 393445 bytes, checksum: ae066e29f064f521412d9c8b242387b8 (MD5) Made available in DSpace on 2017-04-06T17:27:31Z (GMT). No. of bitstreams: 1 Comprometimento e entrincheiramento organizacional- explorando as relações entre os construtos..pdf: 393445 bytes, checksum: ae066e29f064f521412d9c8b242387b8 (MD5) Previous issue date: 2015 Este estudo teve como objetivo verificar as relações existentes entre as bases dos construtos: Comprometimento Organizacional e Entrincheiramento Organizacional. Para tanto, realizou-se uma survey de caráter quantitativo com 392 servidores técnicos administrativos de uma Universidade Federal, aos quais foi aplicado um questionário contendo escalas validadas para o contexto brasileiro. Os dados foram analisados utilizando-se análise de correlações para verificar as associações entre as dimensões constitutivas dos dois construtos. Os principais resultados mostraram uma moderada correlação das bases instrumental e normativa do comprometimento, revelando a ambiguidade que cerca a definição dessas bases do modelo proposto por Meyer e Allen (1991). A base instrumental e a base afetiva apresentaram baixa correlação reforçando a ideia de que não devem ser tratadas como duas dimensões de um mesmo construto. Além disso, o comprometimento afetivo não se correlacionou com o entrincheiramento, mostrando ser um vínculo distinto. Tais resultados fortalecem a proposta de que o comprometimento deve ser tratado como um construto unidimensional (restrito à base afetiva), enquanto a base instrumental ou de continuação deve ser considerada um construto distinto denominado entrincheiramento organizacional. Revista de Administração da Universidade Federal de Santa Maria

O comprometimento organizacional é um dos tópicos de pesquisa mais investigados no campo do comportamento organizacional e a gênese da sua importância reside no reconhecimento do amplo poder explicativo do construto. Tendo em vista a aparente sobreposição reportada na literatura entre a dimensão afetiva e a dimensão normativa do comprometimento, foi proposto o construto de consentimento para diferenciar trabalhadores comprometidos (vínculo ativo) de obedientes (vínculo passivo). O presente artigo busca contribuir para estabelecer os limites entre os construtos do comprometimento e consentimento organizacionais. O estudo consistiu em um survey de corte transversal entre 994 trabalhadores de diferentes organizações e segmentos produtivos. A análise sugere indícios de validade discriminante entre os construtos como se pode perceber, por exemplo, em relação às diferenças na magnitude do efeito das variáveis sociodemográficas na explicação das duas bases do comprometimento e do consentimento e pela baixa correlação entre o consentimento a base normativa (r=0,240). 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). El compromiso organizacional es uno de los temas más investigados en el campo del comportamiento organizacional y su importancia radica en el reconocimiento del amplio poder explicativo del constructo. Dada la aparente superposición entre la dimensión afectiva y la dimensión normativa del compromiso registrada en la literatura, fue propuesto el constructo del consentimiento para diferenciar los trabajadores comprometidos (vínculo activo) de los obedientes (vínculo pasivo). Este artículo busca contribuir para establecer los límites entre los constructos del compromiso y el consentimiento organizacional. El estudio consistió en un survey transversal con 994 trabajadores de diferentes organizaciones y segmentos productivos. El análisis señala indicios de validez discriminante entre los constructos, como puede verse por ejemplo, en relación a las diferencias en la magnitud del efecto de las variables socio-demográficas, en la explicación de las dos bases del compromiso y el consentimiento y por la baja correlación entre la base normativa y el consentimiento (r=0,240)

Neste artigo, apresenta-se um aprofundamento da exploração do construto comprometimento com a carreira por meio de uma análise de suas relações com o conceito de entrincheiramento e da comparação dos relacionamentos de ambos com desempenho no trabalho. Nesse campo de estudo, discutem-se as limitações e as fronteiras conceituais. O estudo, do qual participaram 217 pessoas, foi realizado em uma empresa de tecnologia da informação. Constatou-se redundância conceitual entre duas dimensões do entrincheiramento e os comprometimentos instrumental e normativo nessa amostra. Os resultados obtidos sugerem que o entrincheiramento é dado preponderantemente pela falta de alternativas de carreira. Seria essa a quarta dimensão do comprometimento com a carreira? A exemplo do comprometimento instrumental, o entrincheiramento na carreira relaciona-se negativamente com o desempenho. Seria o entrincheiramento a antítese do comprometimento? O comprometimento instrumental deveria ser a ele integrado? Mais do que apresentar respostas, neste artigo busca-se questionar o mainstream da pesquisa do comprometimento com a carreira e fomentar a reflexão sobre as fronteiras e dimensões do construto. Career field studies have focused on the limitations and boundaries of occupational attachments as commitment and entrenchment. The purpose of this work is to investigate relations between these constructs and to compare their connections with work performance levels. A total of 217 workers at an information technology organization completed the survey. The results evidence conceptual redundancy between two entrenchment dimensions and continuance and normative commitment. We observed that the main idea of occupational entrenchment is the limitedness of career alternatives. Would this be the fourth dimension of occupational commitment? Like continuance commitment, career entrenchment relates negatively to work performance. Is the entrenchment concept the "opposite of commitment"? Should the continuance commitment be integrated with it? Beyond the present responses, this work aims to discuss the career commitment research mainstream and to promote reflections about construct boundaries and dimensions. En este artículo se presenta una profundización de la exploración del constructo compromiso con la carrera por medio de un análisis de sus relaciones con el concepto de atrincheramiento, y de la comparación de las relaciones de ambos con el desempeño en el trabajo. En este campo de estudio se discuten las limitaciones y las fronteras conceptuales. El estudio, en el que participaron 217 personas, se llevó a cabo en una empresa de tecnología de la información. Se constató una redundancia conceptual entre dos dimensiones del atrincheramiento y el compromiso instrumental y normativo en la muestra. Los resultados obtenidos sugieren que el atrincheramiento se da principalmente debido a la falta de alternativas de carrera. ¿Esta sería la cuarta dimensión del compromiso con la carrera? De la misma manera que el compromiso instrumental, ¿el atrincheramiento en la carrera se relaciona negativamente con el desempeño? ¿Sería el atrincheramiento la antítesis del compromiso? ¿El compromiso instrumental debería integrarse a él? En este artículo se pretende, además de presentar algunas respuestas, cuestionar el mainstream del estudio del compromiso con la carrera y promover la reflexión sobre las fronteras y dimensiones del constructo.

P. 57-76 Submitted by Edileide Reis (leyde-landy@hotmail.com) on 2015-03-16T13:36:24Z No. of bitstreams: 1 Alba Couto Falcão Scheible.pdf: 232815 bytes, checksum: a2194fd0f995811a9c2c10baccfe9bb2 (MD5) Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2015-03-17T19:19:23Z (GMT) No. of bitstreams: 1 Alba Couto Falcão Scheible.pdf: 232815 bytes, checksum: a2194fd0f995811a9c2c10baccfe9bb2 (MD5) Made available in DSpace on 2015-03-17T19:19:23Z (GMT). No. of bitstreams: 1 Alba Couto Falcão Scheible.pdf: 232815 bytes, checksum: a2194fd0f995811a9c2c10baccfe9bb2 (MD5) Previous issue date: 2013 This study sought to understand how the employee perceptions of human resource management practices influence both organizational affective commitment and entrenchment. It represents advancement towards discriminant validity of such linkages that develop between individuals and the organizations they work for. A survey of 307 participants was conducted in an Information Technology company in Brazil. It was found that affective commitment has a strong and positive relationship with perceptions of HRM practices, while entrenchment is also related, but in a very weak fashion. Training and development practices showed better fit with the expected results of such practices in the organization studied, strongly affecting commitment, but not enhancing entrenchment. Even if not generalizable, these results strengthen the research stream that defends that commitment and entrenchment are separate constructs.

This article aims to contribute to the revision of the multidimensionality of the concept of commitment and the development of relevant research on the subject of misbehavior in the workplace, through the discussion on the basis of calculative commitment and its relation to behavior of negligence as a reaction to a state of dissatisfaction. The research was quantitative and the prospect was held in a public organization with offices in ten cities of Brazil. The sampling was random and stratified proportional by area of operation and resulted in 519 respondents. The instruments were: Awareness and trial of Organizational Retaliation Scale and Calculative Organizational Commitment Scale. The results show that employees of this organization have a low level of calculative commitment and low perception of retaliation, which indicates a positive relationship between the two constructs. These results corroborate other studies that show positive correlations between the calculative base and undesirable behaviors, the opposite way to other bases of multidimensional commitment - affectiveand normative - and thus confirm the suggestion of withdrawal of calculative basis this concept, and treatment separately as organizational entrenchment.

O presente trabalho analisa os vínculos de comprometimento e de entrincheiramento com a carreira, desenvolvidos por professores universitários, inseridos em instituições públicas e privadas. Mais precisamente, busca identificar as relações desses vínculos com o esforço instrucional, definido como o empenho em qualificar a atividade de ensino e potenciar os resultados positivos dos discentes. A pesquisa, extensiva e de corte transversal, abrangeu 635 docentes de diferentes Estados e envolveu a aplicação de um questionário on line. Os dados foram submetidos a análises descritivas e multivariadas, por meio do Statistical Package for Social Sciences (SPSS), versão 15.0. Após a análise exploratória (avaliação da normalidade, outliers, análise de linearidade e análise de multicolinearidade), foi realizada a análise da qualidade da mensuração das escalas (dimensionalidade, confiabilidade e validade das medidas) e, em seguida, houve a modelagem de equações estruturais, para identificar os impactos dos vínculos com a carreira sobre o esforço instrucional. O modelo com melhor ajuste revelou que a identidade (dimensão do comprometimento com a carreira) exerce impacto sobre o esforço instrucional em todas as suas dimensões. Foram encontradas também diferenças significativas entre IES públicas e privadas. The present study analyzes the dimensions of the links of commitment and entrenchment with the career development of higher education teachers in the private and public contexts of Brazilian universities. More specifically, an attempt is made to identify their relations with the institutional effort' construct, defined as persistent improvement of quality in their performance and the positive results of the educational process. The extensive and cross-sectional study involved a sample of 635 higher education teachers from different states through an applied questionnaire and on-line data collection. The data underwent descriptive analysis as well as multivariate analysis, using the Statistical Package Social Sciences (SPSS) version 15.0. After the exploratory analysis (evaluation of normality, outliers, analysis of linearity and analysis of multicolinearity), a quality analysis was conducted of the quality of the measurement of scales (dimensionality, trustworthiness and validity of the measures), followed by the modeling of structural equations to identify the impacts of the links with the career on the institutional effort. The model, with better adjustment, revealed that identity (dimension of commitment to career) makes an impact on the institutional effort in all its dimensions. Significant differences between public and private institutions of higher education were also found.

Este artigo examina as relações existentes entre comprometimento com organização e carreira/profissão e desempenho, à luz das práticas organizacionais de gestão do comprometimento. Foi conduzido com profissionais que trabalham em uma organização de desenvolvimento de software, e contou com a participação de 104 sujeitos, representando aproximadamente 10% do corpo funcional. Os dados foram coletados em um sistema via internet, montado especialmente para a pesquisa e foram analisados no SPSS. A percepção das práticas de gestão reporta-se aos pactos efetuados entre profissionais e chefia como: visibilidade, forma e estrutura. Foi testada a confiabilidade das escalas utilizadas e realizada análise fatorial da escala de percepção do pacto. Todas as escalas apresentaram níveis elevados de confiabilidade. Os resultados das análises de regressão fortalecem a hipótese de que a relação comprometimento-desempenho é mediada por diversos fatores, identificando a estrutura democrática do pacto como preditora de desempenho, sendo, em contrapartida, influenciada pelo comprometimento.