Detalhes bibliográficos
| Ano de defesa: |
2016 |
| Autor(a) principal: |
SANTOS, Leilane Alves de Argôlo |
| Orientador(a): |
SILVA, Lindomar Pinto da |
| Banca de defesa: |
MACAMBIRA, Magno Oliveira |
| Tipo de documento: |
Dissertação
|
| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Universidade Salvador
|
| Programa de Pós-Graduação: |
Administração
|
| Departamento: |
Administração
|
| País: |
Brasil
|
| Palavras-chave em Português: |
|
| Área do conhecimento CNPq: |
|
| Link de acesso: |
http://teste.tede.unifacs.br:8080/tede/handle/tede/565
|
Resumo: |
The research devotes to investigate the relationship between the organizational commitment and satisfaction dependent variables and the organizational culture independent variable, from the perception of civil servants of the State of Bahia, crowded in the Department of Finance. The concepts and types of Competitive Values Model, defined by the authors Cameron and Quinn (2006), are used to represent the organizational culture; the commitment is measured from the scales of the authors Meyer and Allen (1990); and JSS scale Spector (2003) is used to measure satisfaction. Using quantitative and statistical method with factor analysis and multivariate regression, survey results reveal the identity of the clan culture as a major influencer of commitment and employee satisfaction, despite several efforts made in trying to cultural change started from the 1995. Research joins the few studies that seek to relate the three variables (culture, commitment and satisfaction) in the understanding of the organizational aspects. And it concludes with guidelines that emerged from the confirmation of interaction and the degree of influence between the three variables that can guide managers in making decision on the aspects to manage culture, commitment and satisfaction in the organization. First, act specifically on the kind of commitment or satisfaction that you want to develop in its members and focus on the development of medium and long term, of a cultural type that enhances the dimension of commitment or satisfaction. Second, think of what kind of culture generates more commitment and satisfaction of members of the organization, and to strengthen this type of culture. And finally, from the verification of the existence of associations and the degree of interaction between the types of commitment, satisfaction and culture, presetting and match the types of each variable that may be developed from the establishment of shared values and performance desired by the organization. |
