Detalhes bibliográficos
| Ano de defesa: |
2022 |
| Autor(a) principal: |
Nunes, Danilo
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| Orientador(a): |
Santos, Neusa Maria Bastos Fernandes
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| Banca de defesa: |
Não Informado pela instituição |
| Tipo de documento: |
Tese
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| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Pontifícia Universidade Católica de São Paulo
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| Programa de Pós-Graduação: |
Programa de Estudos Pós-Graduados em Administração
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| Departamento: |
Faculdade de Economia, Administração, Contábeis e Atuariais
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| País: |
Brasil
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| Palavras-chave em Português: |
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| Palavras-chave em Inglês: |
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| Área do conhecimento CNPq: |
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| Link de acesso: |
https://repositorio.pucsp.br/jspui/handle/handle/26120
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Resumo: |
This study aimed to investigate whether corporate social responsibility practices positively affect affective commitment, in the perception of employees, with organizational culture as a mediator of this relationship. From this, three specific objectives unfold: to test the reliability of the corporate social responsibility, affective commitment and organizational culture scales, for the study of the relationships between the variables in reference; demonstrate the affective commitment indicators as a study component when related to the perception of employees of a business group in the logistics sector about corporate social responsibility practices; compare the degree of influence that the four types of culture (Quinn's model) exert on the relationship between corporate social responsibility practices and affective commitment in the view of employees of a business group in the logistics sector. To compose the theoretical framework on which this research is based, several concepts and perspectives were addressed, and in corporate social responsibility the reference resides in the European school, whose main foundation is the premise that a socially responsible behavior is the one that exists when there is voluntary participation of those involved in all dimensions, whether social, economic or environmental; as for organizational commitment, the choice was for the affective dimension as it externalizes the individual's identification with organizational values and objectives, which by reinforcing the desire to remain in the organization, highlights loyalty as one of its fundamental components; and as for organizational culture, the framework used was the model of competing values and Quinn's typology, as they allow the integration of various types of organizational culture, the clarification of conceptual contents, the guarantee of the fundamental characteristics of human and organizational systems, the from the way each type of culture relates to other comparative criteria. Aiming at an understanding of how these three theoretical perspectives relate positively to each other, the research used a quantitative approach, and for its development, the data collection had 644 respondents from a business group in the logistics segment, located in the city of Cubatão, metropolitan region of Baixada Santista. The results presented validated one of the hypotheses raised, that is, there is a positive relationship between the perception of the actions of organizations aimed at corporate social responsibility with reflection on the affective commitment of workers, but such association generates a weak effect (B= -0.009 and p>0.05). There was also the finding that innovative culture (in the ratio of 19.2%) plays a more significant mediating role (CI= B=0.1076 and p<0.01) in relation to other types of culture (CC = B= 0.0813 and p>0.05; CM= B-0.266 and p<005; CH= B= -0.218 and p>0.05) in the relationship between affective commitment and corporate social responsibility. An important factor for analysis resulting from the results obtained is that even the innovative culture exercising the mediating role, the perception of employees is more evident by the hierarchical culture, which signals a rethinking of strategies and the conduct of actions that contribute to the cultural identity of the organization |
