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Dos múltiplos comprometimentos às estratégias comportamentais: proposta de um modelo integrativo para as Forças Armadas Portuguesas
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Advisor(s)
Abstract(s)
O comprometimento com a organização tem sido objeto de diversos estudos, atenta a sua
influência nos resultados individuais e organizacionais. Diversos autores consideram que deve
ser investigado, em contexto militar, o comprometimento com outros objetos (nomeadamente
com o líder e com a profissão), bem como a multidimensionalidade do comprometimento (Allen,
2003; Gade, 2003; Silva, 2016) e a existência de diferentes perfis de comprometimento (Meyer
et al, 2013; Lima, 2015). Da análise de literatura verificou-se que o reconhecimento tem um
impacto alargado sobre as pessoas e a organização, sendo que as práticas de recompensas ao
serem avaliadas como justas e adequadas contribuem para a confiança na organização (Colquitt
et al., 2007; Liu e Wang, 2013). Por outro lado, o declínio da satisfação dos trabalhadores com a
organização pode levar à adoção de estratégias comportamentais, nomeadamente saída, voz,
lealdade, negligência e silêncio, com impacto no decréscimo da eficácia organizacional. Assim,
no seguimento da investigação de Becker, Klein e Meyer (2009) e Meyer (2016), o presente
artigo concetual tem por objetivo propor um modelo que permita a análise do impacto do
reconhecimento sobre as estratégias comportamentais dos indivíduos, quando mediado pela
confiança e pelos comprometimentos com o líder, a profissão e a organização.
Several studies have addressed commitment to the organization to understand its influence on individual and organizational results. Some authors have proposed that commitment to other objects (especially to supervisors and to the occupation), the multidimensionality of commitment (Allen, 2003; Silva, 2003; Silva, 2016), and the existence of different commitment profiles (Meyer et al, 2013; Lima, 2015) should be analysed within military contexts. The literature review suggests that recognition has a broad impact on employees, as well as on the organization, and that rewards practices contribute to trust in the organization when they are perceived as fair and appropriate (Colquitt et al., 2007; Wang, 2013). On the other hand, a decrease in employee satisfaction with the organization could lead to the adoption of behaviour strategies, namely exit, voice, loyalty, neglect, and silence, and thus to a decrease in organizational effectiveness. Therefore, in line with the research by Becker, Klein, and Meyer (2009) and Meyer (2016), this article aims to propose a model to analyse the impact of recognition on employee behaviour strategies when mediated by trust and by commitment to the supervisor, the occupation, and the organization.
Several studies have addressed commitment to the organization to understand its influence on individual and organizational results. Some authors have proposed that commitment to other objects (especially to supervisors and to the occupation), the multidimensionality of commitment (Allen, 2003; Silva, 2003; Silva, 2016), and the existence of different commitment profiles (Meyer et al, 2013; Lima, 2015) should be analysed within military contexts. The literature review suggests that recognition has a broad impact on employees, as well as on the organization, and that rewards practices contribute to trust in the organization when they are perceived as fair and appropriate (Colquitt et al., 2007; Wang, 2013). On the other hand, a decrease in employee satisfaction with the organization could lead to the adoption of behaviour strategies, namely exit, voice, loyalty, neglect, and silence, and thus to a decrease in organizational effectiveness. Therefore, in line with the research by Becker, Klein, and Meyer (2009) and Meyer (2016), this article aims to propose a model to analyse the impact of recognition on employee behaviour strategies when mediated by trust and by commitment to the supervisor, the occupation, and the organization.
Description
Keywords
Comprometimento Confiança Recompensa Reconhecimento EVLN Commitment Recognition Reward Trust