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Abstract(s)
No atual ambiente competitivo, a centralização do poder e a falta de autonomia dos colaboradores são características que impedem o desenvolvimento das organizações. Com isso surgiu a necessidade de verificar a utilização do empowerment como uma ferramenta de poder e, consequentemente o comprometimento com a organização.
A questão de investigação deste estudo prende-se em verificar o contributo do comprometimento organizacional e do empowerment psicológico para as organizações positivas.
A componente empírica deste trabalho foi suportada por um estudo de carácter exploratório, quantitativo, descritivo-correlacional, tendo-se, para o efeito, constituído uma amostra composta por 205 participantes pertencentes a três organizações com a mesma dimensão (média), no setor industrial. Foi aplicado um questionário, onde a primeira parte é destinada a analisar os dados sociodemográficos, e outra destinada a medir o empowerment psicológico e o comprometimento organizacional através de duas escalas (Spreitzer, 1995; Rego & Souto, 2002, 2004).
Os resultados permitem verificar a relação positiva destas duas variáveis e o impacto das características sociodemográficas e profissionais dos colaboradores nas três organizações, em função de quatro dimensões: significado, competência, autodeterminação e impacto, no caso do empowerment psicológico e, três dimensões no caso do comprometimento organizacional: afetivo, instrumental e normativo.
Efetivamente, as dimensões das duas variáveis apresentam relações significativas entre si e contribuem positivamente para a perceção dos colaboradores sobre o comprometimento e sobre o empowerment psicológico.
Em síntese, em linhas gerais, tanto em termos teóricos como empíricos, verifica-se que estas duas variáveis constituem um contributo significativo para as organizações positivas, dado que serão ferramentas essenciais para o sucesso das mesmas e para a satisfação dos seus elementos.
At the current competitive environment, the centralization of power and the lack of autonomy of employees are characteristics that prevent the development of organizations. With this emerged the need to verify the use of empowerment as a tool of power and, consequently, commitment to the organization. The investigation question of this study is to verify the contribution of the organizational commitment and the psychological empowerment for the positive organizations. The empirical component of this study was supported by an exploratory, quantitative, descriptive-correlational study, having, for this porpuse, constituted a sample of 205 participants from three organizations with the same dimension (average) in the industrial sector. A questionnaire was applied, where the first part is intended to analyze sociodemographic data, and another for measuring psychological empowerment and organizational commitment through two scales (Spreitzer, 1995; Rego & Souto, 2002, 2004). The results allow us to verify the positive relation of these two variables and the impact of the sociodemographic and professional characteristics of the employees in the three organizations, according to four dimensions: meaning, competence, self-determination and impact, in the case of psychological empowerment, and three dimensions in the case of organizational commitment: affective, instrumental and normative. Effectively, the dimensions of the two variables present significant relationships between them and contribute positively to the employees perception of commitment and psychological empowerment. In summary, in general, both in theoretical and empirical terms, it is verified that these two variables make a significant contribution to positive organizations, since they will be essential tools for their success and for the satisfaction of their elements.
At the current competitive environment, the centralization of power and the lack of autonomy of employees are characteristics that prevent the development of organizations. With this emerged the need to verify the use of empowerment as a tool of power and, consequently, commitment to the organization. The investigation question of this study is to verify the contribution of the organizational commitment and the psychological empowerment for the positive organizations. The empirical component of this study was supported by an exploratory, quantitative, descriptive-correlational study, having, for this porpuse, constituted a sample of 205 participants from three organizations with the same dimension (average) in the industrial sector. A questionnaire was applied, where the first part is intended to analyze sociodemographic data, and another for measuring psychological empowerment and organizational commitment through two scales (Spreitzer, 1995; Rego & Souto, 2002, 2004). The results allow us to verify the positive relation of these two variables and the impact of the sociodemographic and professional characteristics of the employees in the three organizations, according to four dimensions: meaning, competence, self-determination and impact, in the case of psychological empowerment, and three dimensions in the case of organizational commitment: affective, instrumental and normative. Effectively, the dimensions of the two variables present significant relationships between them and contribute positively to the employees perception of commitment and psychological empowerment. In summary, in general, both in theoretical and empirical terms, it is verified that these two variables make a significant contribution to positive organizations, since they will be essential tools for their success and for the satisfaction of their elements.
Description
Keywords
Organizações positivas Comprometimento organizacional Empowerment psicológico Positive organizations Commitment organizational Psychological empowerment