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Abstract(s)
O presente trabalho visa contribuir para o desenvolvimento do estudo da relação entre as seguintes três variáveis, analisadas a partir da perceção de colaboradores vinculados a uma organização: conciliação trabalho-família, comprometimento organizacional e intenção de turnover. Para tal, foi desenvolvido um estudo não-experimental com recolha de dados através de questionários autoadministrados a colaboradores de uma empresa portuguesa, resultando numa amostra constituída por 273 sujeitos. Para a recolha de informação, foram utilizadas a escala trabalho-família de MacDermid e colaboradores (2000), as três subescalas do comprometimento organizacional de Meyer e Allen (1997) e a escala de medida de intenção de turnover de Huang, Lawler e Lei (2007).
Os resultados obtidos revelam que as componentes previstas anteriormente para a interferência do trabalho na família e para o comprometimento organizacional emergem de igual forma neste estudo. Ficou também evidenciado que a antiguidade dos colaboradores na empresa é uma variável preditora de 7.7% da variância do comprometimento organizacional, e que o comprometimento organizacional e a interferência do trabalho na família são variáveis preditoras de 53.4% da intenção de turnover. Confirmou-se parcialmente que existem diferenças de correlação entre as componentes do comprometimento (afetiva, normativa e calculativa) e a interferência do trabalho na família. Não foram encontradas diferenças estatisticamente significativas no sentimento de interferência do trabalho na família para grupos distinguidos por género e estado civil. Também não foram encontradas evidências empíricas que suportassem o número de familiares a cargo dos sujeitos e o número de horas de trabalho semanal como variáveis preditoras do sentimento de interferência do trabalho na família.
Após a apresentação dos resultados, terminamos o presente estudo com a indicação dos seus contributos, limitações e sugestões para investigações futuras.
The present study aims to contribute to the development of the study of the relationship between the following three variables, analyzed from the perception of employees linked to an organization: work-family conciliation, organizational commitment and turnover intention. To this end, a non-experimental study with data collection was conducted through self-administered questionnaires to employees of a Portuguese company, resulting in a sample of 273 subjects. Information was collected using MacDermid and colleagues’ (2000) work-family scale, Meyer and Allen (1997) subscales of organizational commitment and Huang, Lawler and Law’s (2007) turnover intention scale. The results show that the components previously foreseen for the work-family interference and organizational commitment emerge equally in this study. It was also demonstrated that the employee tenure variable is a predictor of 7.7% of the variance in organizational commitment. Also, organizational commitment and the work-family interference are predictors of 53.4% of turnover intention. It was confirmed partially confirmed that there are differences in correlations between the components of commitment (affective, normative and calculative) and work-family interference. No statistically significant differences were found in the work-family interference in groups distinguished by gender and marital status. Also no empirical evidence that supports that the number of subject’s dependent family members and the number of weekly hours of work act as predictors of work-family interference were found. After presenting the results, we end this study with an indication of its contributions, limitations and suggestions for future research.
The present study aims to contribute to the development of the study of the relationship between the following three variables, analyzed from the perception of employees linked to an organization: work-family conciliation, organizational commitment and turnover intention. To this end, a non-experimental study with data collection was conducted through self-administered questionnaires to employees of a Portuguese company, resulting in a sample of 273 subjects. Information was collected using MacDermid and colleagues’ (2000) work-family scale, Meyer and Allen (1997) subscales of organizational commitment and Huang, Lawler and Law’s (2007) turnover intention scale. The results show that the components previously foreseen for the work-family interference and organizational commitment emerge equally in this study. It was also demonstrated that the employee tenure variable is a predictor of 7.7% of the variance in organizational commitment. Also, organizational commitment and the work-family interference are predictors of 53.4% of turnover intention. It was confirmed partially confirmed that there are differences in correlations between the components of commitment (affective, normative and calculative) and work-family interference. No statistically significant differences were found in the work-family interference in groups distinguished by gender and marital status. Also no empirical evidence that supports that the number of subject’s dependent family members and the number of weekly hours of work act as predictors of work-family interference were found. After presenting the results, we end this study with an indication of its contributions, limitations and suggestions for future research.
Description
Keywords
Comprometimento Organizacional Conciliação Trabalho-Família Intenção de Turnover