Resposta individual a mudança e comprometimento organizacional: estudo com gestores públicos de Minas Gerais submetidos à avaliação de desempenho individual

• Ano de defesa: 2013
• Autor(a) principal: Kelly de Morais
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Minas Gerais; UFMG
• Palavras-chave em Português: Comprometimento organizacional; Resposta individual a mudança; Pessoal Avaliação; Administração pública; Comportamento organizacional
• Link de acesso: http://hdl.handle.net/1843/BUOS-9JUH4R

The objective of this research is to identify how organizational commitment affects individual response to change presented by state managers underwent Individual Performance Evaluation. To reach the proposed aim we carried out a survey, which involved a sample of 366 respondents. The relationship established between the commitment and the individual response shift was evaluated by multiple linear regression, wherein the dimensions of involvement were considered independent variables and the individual response to change the dependent variable. All assumptions related to this statistical tool were met, which demonstrates that the regression model for an alternative assessment of the relationship that is established between the variables studied. Based on the data obtained, it can be concluded that affective commitment is the factor that has the greatest impact on an individual change. The normative commitment was also relevant for explanation of individual responses to change. The instrumental commitment, in turn, was not significant for the explanation of the model. These results suggest that those who have strong emotional involvement with their legal and labor organizations tend to have individual responses more favorable to the establishment of organizational changes proposed. The main contribution of this research refers to the implications of their Endings for the work of those who are the agents of change. The affective factor, commonly associated with difficult articulation element in organizational dynamics, proved to be the most relevant factor intervening in the process of establishing individual responses favorable change. This result suggests that in processes of change, the bonds of affectionate nature developed by employees regarding the organization should be encouraged and monitored. Other contributions can still be seen. They refer to the initial effort, conducted this study to increase understanding of the factors that influence individual responses to change. For the Brazilian public administration literature, this research provides a starting point for extrapolation of the proposed model and the inclusion of new variables that influence individual responses to change.