Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
Commitment refers to the bond established between an individual and a focal point with which they are associated. To understand this connection in the context of telework/home office, it is necessary to examine the work environment, including aspects related to occupation and the organization. It...
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| Formato: | doctoralThesis |
| Idioma: | pt_BR |
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Universidade Federal do Rio Grande do Norte
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| Endereço do item: | https://repositorio.ufrn.br/handle/123456789/57354 |
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| Resumo: | Commitment refers to the bond established between an individual and a focal point with
which they are associated. To understand this connection in the context of telework/home
office, it is necessary to examine the work environment, including aspects related to
occupation and the organization. It is observed that the telecommuting/home office
context can influence behavior within this environment, thus impacting existing
commitment. In this sense, the focus of the research is directed towards occupational and
organizational commitments within the context of telework/home office from the
perspective of individuals. The research is grounded in the idea that increased flexibility
in work leads to greater individual commitment. The objective of this study was to
investigate the relationships between organizational and occupational commitments of
professionals adopting the telework/home office system. For this purpose, an applied
research approach with an explanatory objective was employed, utilizing a qualitative
methodology. Semi-structured interviews, based on the literature and employing Bardin's
content analysis (2011) through the Atlas.ti software, were conducted. From the 9 indepth interviews, 875 codes were generated and categorized into 10 groups, with a notable
emphasis on organizational commitment (224 codes), occupational commitment (191
codes), and telecommuting (181 codes). Among the observed subcategories were the
three bases of organizational commitment addressed by Meyer and Allen (1991), the
affiliative base of Medeiros (2003), and antecedents related to human resource systems
aligned with organizational strategies and the appreciation of individuals and teams
within the work context. In occupational commitment, two bases of Meyer and Allen
(1993) were identified: affective and normative. The categories associated with telework
were condensed into four components: personal and professional adjustment, personal
alignment, organizational benefits, and essential resources. The relationship between the
individual, organization, and occupation was analyzed based on three variables: personal
factor, internal factor, and external factor. Finally, the Conservation of Resources theory
(Hobfoll, 1989; 2001) was the most prevalent in the obtained variables. The confirmation
of the proposed thesis was obtained, providing valuable insights for managers and
researchers seeking to foster committed professionals in the telework system. |
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