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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Autor principal: Saraiva, Lidiane de Medeiros Lucena
Outros Autores: Medeiros, Carlos Alberto Freire
Formato: doctoralThesis
Idioma:pt_BR
Publicado em: Universidade Federal do Rio Grande do Norte
Assuntos:
Teletrabalho
Comprometimento organizacional
Comprometimento ocupacional
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
Endereço do item:https://repositorio.ufrn.br/handle/123456789/57354
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id ri-123456789-57354
record_format dspace
institution Repositório Institucional
collection RI - UFRN
language pt_BR
topic Teletrabalho
Comprometimento organizacional
Comprometimento ocupacional
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
spellingShingle Teletrabalho
Comprometimento organizacional
Comprometimento ocupacional
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
Saraiva, Lidiane de Medeiros Lucena
Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
description 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.
author2 Medeiros, Carlos Alberto Freire
author_facet Medeiros, Carlos Alberto Freire
Saraiva, Lidiane de Medeiros Lucena
format doctoralThesis
author Saraiva, Lidiane de Medeiros Lucena
author_sort Saraiva, Lidiane de Medeiros Lucena
title Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
title_short Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
title_full Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
title_fullStr Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
title_full_unstemmed Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
title_sort comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho
publisher Universidade Federal do Rio Grande do Norte
publishDate 2024
url https://repositorio.ufrn.br/handle/123456789/57354
work_keys_str_mv AT saraivalidianedemedeiroslucena comprometimentoorganizacionaleocupacionalumaanalisefrenteaosdesafiosdoteletrabalho
_version_ 1790055645528981504
spelling ri-123456789-573542024-01-22T20:04:56Z Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho Saraiva, Lidiane de Medeiros Lucena Medeiros, Carlos Alberto Freire http://lattes.cnpq.br/4222911163776177 https://orcid.org/0000-0002-3830-1162 http://lattes.cnpq.br/9398091583694583 Ferraz, Janaynna de Moura https://orcid.org/0000-0003-3668-4195 http://lattes.cnpq.br/6047443183161152 Batos, Antonio Virgilio Bittrncourt Vieira, Diana Aguiar Fernandes, Leandro Trigueiro Teletrabalho Comprometimento organizacional Comprometimento ocupacional CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO 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. O comprometimento refere-se ao vínculo estabelecido entre o indivíduo e um foco ao qual ele está associado, para entender essa vinculação em um contexto de teletrabalho/home office, é necessário observar o ambiente de trabalho, como o advindo da ocupação e o da organização. Observa-se que o contexto de teletrabalho/home office pode implicar o comportamento dentro desse ambiente de modo a influenciar o comprometimento existente. Nesse sentido, o foco da pesquisa está direcionado para os comprometimentos ocupacionais e organizacionais, a partir do contexto de teletrabalho/home office na visão dos indivíduos, fundamentando-se na ideia de que mais flexibilidade no trabalho gera mais comprometimento dos indivíduos. A presente pesquisa teve como objetivo Investigar as relações entre os comprometimentos organizacional e ocupacional de profissionais que adotam o sistema de teletrabalho/home office. Para tanto, foi utilizada uma pesquisa de natureza aplicada com o objetivo explicativo, através de uma abordagem qualitativa. Foram realizadas entrevistas semiestruturadas baseadas na literatura, utilizando-se análise de conteúdo de Bardin (2011), através do software Atlas.ti. A partir das 9 (nove) entrevistas em profundidade foram obtidos 875 códigos destrinchadas em 10 categorias, com destaque para o comprometimento organizacional (224 códigos), o comprometimento ocupacional (191 códigos) e o teletrabalho (181 códigos). Dentre as subcategorias observadas teve-se as três bases de comprometimento organizacional abordadas por Meyer e Allen (1991), a base afiliativa de Medeiros (2003) e os antecedentes relacionados aos sistemas de recursos humanos alinhados às estratégias organizacionais e a valorização da pessoa e equipe dentro do contexto laboral. No comprometimento ocupacional foram encontrados duas das bases de Meyer e Allen (1993), a afetiva e a normativa. As categorias associadas ao teletrabalho foram condensadas em quatro componentes nomeados: ajustamento pessoal e profissional, alinhamento pessoal, benefícios organizacionais e recursos essenciais. A relação existente entre indivíduo, organização e ocupação também foi analisada a partir de três variáveis: fator pessoal, fator interno e fator externo. Por fim, a teoria da conservação de recurso (Hobfoll, 1989; 2001) foi a que mais esteve presente nas variáveis obtidas. Obteve-se a confirmação da tese levantada, de forma a ser um importante subsídio para gestores e pesquisadores obterem profissionais comprometidos no sistema de teletrabalho. 2024-01-22T20:04:23Z 2024-01-22T20:04:23Z 2023-09-27 doctoralThesis SARAIVA, Lidiane de Medeiros Lucena. Comprometimento organizacional e ocupacional: uma análise frente aos desafios do teletrabalho. Orientador: Dr. Carlos Alberto Freire Medeiros. 2023. 111f. Tese (Doutorado em Administração) - Centro de Ciências Sociais Aplicadas, Universidade Federal do Rio Grande do Norte, Natal, 2023. https://repositorio.ufrn.br/handle/123456789/57354 pt_BR Acesso Aberto application/pdf Universidade Federal do Rio Grande do Norte Brasil UFRN PROGRAMA DE PÓS-GRADUAÇÃO EM ADMINISTRAÇÃO

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