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Compromisso além do salário: a relação entre o compromisso organizacional, o papel da perceção das práticas dos benefícios, a perceção de suporte organizacional e a perceção e justiça
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Abstract(s)
O objetivo deste estudo é analisar a relação entre o compromisso organizacional dos colaboradores e o papel da perceção das práticas dos benefícios sob o efeito mediador da perceção do suporte organizacional e o efeito moderador da perceção de justiça.
De forma a dar resposta aos objetivos enumerados, recorreu-se a uma metodologia quantitativa, por meio da administração de um questionário online a 316 participantes.
Os resultados obtidos demonstraram que existe um efeito direto entre o papel das práticas dos benefícios e o compromisso afetivo, normativo e calculativo. Adicionalmente, a perceção de suporte organizacional mediou a relação entre o papel das práticas dos benefícios e o compromisso afetivo e normativo, sendo que no compromisso calculativo esta relação não foi significativa. A justiça distributiva não moderou o efeito indireto na relação entre a perceção de benefícios e o compromisso afetivo, normativo e calculativo, através da perceção do suporte organizacional.
Por fim, este estudo contribui para que as organizações apostem em pacotes de benefícios atrativos, na medida em que contribuem para melhores níveis de compromisso e de sentimento de suporte organizacional.
The purpose of this study is to analyze the relationship between employees' organizational commitment and the role of perceived benefits practices under the mediating effect of perceived organizational support and the moderating effect of perceived fairness. In order to answer the listed objectives, a quantitative methodology was used, through the administration of an online questionnaire to 316 participants. The results obtained showed that there is a direct effect between the role of benefits practices and affective, normative, and calculative commitment. Additionally, perceived organizational support mediated the relationship between the role of benefits practices and affective and normative commitment, whereas in calculative commitment this relationship was not significant. Distributive justice did not moderate the indirect effect on the relationship between perceived benefits and affective, normative, and calculative commitment through perceived organizational support. Finally, this study contributes for organizations to invest in attractive benefits packages, as they contribute to better levels of commitment and feelings of organizational support.
The purpose of this study is to analyze the relationship between employees' organizational commitment and the role of perceived benefits practices under the mediating effect of perceived organizational support and the moderating effect of perceived fairness. In order to answer the listed objectives, a quantitative methodology was used, through the administration of an online questionnaire to 316 participants. The results obtained showed that there is a direct effect between the role of benefits practices and affective, normative, and calculative commitment. Additionally, perceived organizational support mediated the relationship between the role of benefits practices and affective and normative commitment, whereas in calculative commitment this relationship was not significant. Distributive justice did not moderate the indirect effect on the relationship between perceived benefits and affective, normative, and calculative commitment through perceived organizational support. Finally, this study contributes for organizations to invest in attractive benefits packages, as they contribute to better levels of commitment and feelings of organizational support.
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Keywords
Perceção de Suporte Organizacional Compromisso organizacional Perceção de Justiça Benefícios dos colaboradores