A influência do clima organizacional nos comportamentos de cidadania organizacional em profissionais de uma ONG do setor de saúde

• Ano de defesa: 2022
• Autor(a) principal: Martins, Larissa Paula
• Tipo de documento: Dissertação
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Uberlândia; Brasil; Programa de Pós-graduação em Psicologia
• Palavras-chave em Português: Clima organizacional; comportamentos de cidadania organizacional; comportamento organizacional; Organizational climate; ONG; organizational citizenship behaviors; NGO; organizational behavior; CNPQ::CIENCIAS HUMANAS::PSICOLOGIA; Psicologia; Comportamento humano; Comportamento organizacional; Organizações não-governamentais
• Link de acesso: https://repositorio.ufu.br/handle/123456789/36040; http://doi.org/10.14393/ufu.di.2022.5333

The investigation of the organizational climate is relevant because it helps to understand human behavior in the work contexto. In turn, organizational citizenship behavior are also relevant because they are spontaneous employee behaviors that benefit the organization, and these aspects are valued by companies. Despite the relevance of the consctructs, studies that investigate their relationships are limited, especially in the contexto of non-profit institutions (NGOs), making the present study important and justifiable. Thus, the objective of this work is to verify the influence of organizational climate on organizational citizenship behaviors in a health NGO. A convenience sample of 128 workers (51,2% of the population) was used, distributed in different sectors, with a mean age of 38,15 years (sd=63,10). To measure the variables, scales with evidence of empirical validation, self-applicable and multidimensional were used, using a 5-point response scale. The organizational climate dimension that make up the research instrument are Support from management and the organization, Reward, Physical comfort, Control/pressure and Cohesion among colleagues; and the dimensions of organizational citizenship behaviors are Civic virtue, Voice, Altruism to Colleagues, Employee sustainability, Help and Social participation. Six standard multiple regression analyzes were performed, one for each of the OBC dimensions, the models were significant for four dimensions, with the highest predictive power for Altruism (adjusted r²=37%; p<0,00) with a significant contribution from the reward dimensions (β= -0,40; p<0,00), pressure (β =-0,25; p<0,01) and physical comfort (β= 0,46; p<0,00). The results analyzed together show that the organizational climate is a predictor of organizacional citizenship behaviors, and the findings bring reflections to the investigated themes with theoretical and practical contributions.