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Abstract(s)
O compromisso organizacional dos funcionários é um dos fatores importantes para a
evolução profissional, pois influencia o método de prestação de cuidados, a qualidade
dos funcionários a organização. O objetivo deste estudo foi explorar a questão do
compromisso organizacional, usando-se uma abordagem comparativa de funcionários
do setor público e privado de Angola, um país da costa ocidental da África.
Participaram deste estudo qualitativo (13) treze funcionários, (7) sete para
(Universidade Agostinho Neto e (6) seis para o Instituto Superior Politécnico
Internacional de Angola). Recolheu-se a informação durante três meses, de maio a
julho de 2020, utilizaram-se entrevistas semiestruturadas profundas. Ademais,
recorreu-se ao método de amostragem proposital para a seleção dos funcionários, além
de uma revisão de literatura, evidências empíricas são extraídas de dados e analisados
por meio da análise qualitativa convencional de conteúdo. Os resultados revelaram que
os funcionários do ISIA (setor privado) demonstraram um nível maior de
compromisso organizacional do que os funcionários da UAN (setor público). As
descobertas sugerem que (1) a força do apego de um indivíduo à organização é uma
função de várias dimensões da experiência organizacional que podem ser
inconsistentes em seus efeitos; (2) que funcionários públicos, em particular, podem ser
atraídos e repelidos simultaneamente pela organização, com o desejo de servir valores
importantes, prejudicados por sentimentos baixos ou negativos de afiliação. Os
resultados revelaram diferenças nas práticas de liderança que influenciaram o
compromisso organizacional. Os funcionários relataram estar mais comprometidos
com a organização se os líderes fossem altamente acessíveis, abordassem os problemas
com eficiência ou capacitassem os funcionários a participar no monitoramento
frequente das práticas diárias.
Portanto, por ser uma pesquisa inovadora e de elevado interesse no contexto africano,
o corpo de pesquisa comparativa sobre compromisso ainda é bastante pequeno e não
existe conhecimento cumulativo suficiente para permitir a conclusão de que um nível
mais baixo de compromisso é comum entre os funcionários públicos.
The organizational commitment of employees is one of the important factors for professional development, as it influences the method of providing care, the quality of employees and the organization. The aim of this study was to explore the issue of organizational commitment, using a comparative approach of public and private sector employees from Angola, a country on the west coast of Africa. Thirteen employees participated in this qualitative study (13), (7) seven for (University Agostinho Neto and (6) six for the International Higher Polytechnic Institute of Angola). The information was collected for three months, from May to July 2020, deep semi-structured interviews were used. In addition, the purposeful sampling method was used for the selection of employees, in addition to a literature review, empirical evidence is extracted from data and analyzed through conventional qualitative content analysis. The results revealed that ISIA (private sector) employees demonstrated a higher level of organizational commitment than UAN (public sector) employees. The findings suggest that (1) the strength of an individual's attachment to the organization is a function of various dimensions of organizational experience that may be inconsistent in its effects; (2) that public officials, in particular, can be simultaneously attracted and repelled by the organization, with the desire to serve important values, hampered by low or negative feelings of affiliation. The results revealed differences in leadership practices that influenced organizational commitment. Employees reported being more committed to the organization if leaders were highly accessible, addressed problems effectively, or enabled employees to participate in frequent monitoring of daily practices. Therefore, as it is innovative research and of high interest in the African context, the body of comparative research on commitment is still quite small and there is not enough cumulative knowledge to allow the conclusion that a lower level of commitment is common among public officials.
The organizational commitment of employees is one of the important factors for professional development, as it influences the method of providing care, the quality of employees and the organization. The aim of this study was to explore the issue of organizational commitment, using a comparative approach of public and private sector employees from Angola, a country on the west coast of Africa. Thirteen employees participated in this qualitative study (13), (7) seven for (University Agostinho Neto and (6) six for the International Higher Polytechnic Institute of Angola). The information was collected for three months, from May to July 2020, deep semi-structured interviews were used. In addition, the purposeful sampling method was used for the selection of employees, in addition to a literature review, empirical evidence is extracted from data and analyzed through conventional qualitative content analysis. The results revealed that ISIA (private sector) employees demonstrated a higher level of organizational commitment than UAN (public sector) employees. The findings suggest that (1) the strength of an individual's attachment to the organization is a function of various dimensions of organizational experience that may be inconsistent in its effects; (2) that public officials, in particular, can be simultaneously attracted and repelled by the organization, with the desire to serve important values, hampered by low or negative feelings of affiliation. The results revealed differences in leadership practices that influenced organizational commitment. Employees reported being more committed to the organization if leaders were highly accessible, addressed problems effectively, or enabled employees to participate in frequent monitoring of daily practices. Therefore, as it is innovative research and of high interest in the African context, the body of comparative research on commitment is still quite small and there is not enough cumulative knowledge to allow the conclusion that a lower level of commitment is common among public officials.
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Keywords
Comparação Ensino Público e Privado Compromisso Organizacional Universidades Angolanas