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Relação entre a liderançaabusiva, o compromisso organizacional afetivo e a intenção de turnover de colaboradores por conta de outrem
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Com o panorama atual do mercado reconhecido por uma intensa competição pelo talento e uma alta taxa de rotatividade entre empresas e funções, surge a necessidade de perceber em que medida o estilo de liderança abusiva poderá afetar o compromisso organizacional afetivo dos colaboradores e a sua intenção do turnover. O presente estudo quantitativo de tipo descritivo-correlacional e amostragem não probabilística tem como objetivo geral analisar a relação entre a liderança abusiva, o compromisso organizacional afetivo e a intenção de turnover de colaboradores por conta de outrem. A amostra deste estudo foi composta por 323 colaboradores, a quem foi aplicado um questionário sociodemográfico de maneira a recolher dados referentes às variáveis sociodemográficas e os respetivos instrumentos para medir os construtos de liderança abusiva, compromisso organizacional afetivo e intenção de turnover. Os resultados indicaram que quanto mais elevada a liderança abusiva menor o compromisso organizacional afetivo. Por outro lado, quanto maior compromisso organizacional afetivo menor a intenção de turnover. Ainda, quanto mais elevada a liderança abusiva maior a intenção de turnover. Os resultados apoiam também a existência de uma mediação total do compromisso organizacional afetivo na relação entre a liderança abusiva e a intenção de turnover.
With the current market panorama recognized by intense competition for talent and a high turnover rate between companies and functions, there is a need to understand to what extent the abusive leadership style can affect the affective organizational commitment of employees and their turnover intention. This quantitative descriptivecorrelational study with non-probability sampling aims to analyze the relationship between abusive leadership, affective organizational commitment and the turnover intention of employees. The sample of this study consisted of 323 employees, who were given a sociodemographic questionnaire to collect data on sociodemographic variables and the respective instruments to measure the constructs of abusive leadership, affective organizational commitment and turnover intention. The results indicated that the higher the abusive leadership, the lower the affective organizational commitment. On the other hand, the higher the affective organizational commitment, the lower the turnover intention. Furthermore, the higher the abusive leadership, the higher the turnover intention. The results also support the existence of a total mediation of affective organizational commitment in the relationship between abusive leadership and turnover intention.
With the current market panorama recognized by intense competition for talent and a high turnover rate between companies and functions, there is a need to understand to what extent the abusive leadership style can affect the affective organizational commitment of employees and their turnover intention. This quantitative descriptivecorrelational study with non-probability sampling aims to analyze the relationship between abusive leadership, affective organizational commitment and the turnover intention of employees. The sample of this study consisted of 323 employees, who were given a sociodemographic questionnaire to collect data on sociodemographic variables and the respective instruments to measure the constructs of abusive leadership, affective organizational commitment and turnover intention. The results indicated that the higher the abusive leadership, the lower the affective organizational commitment. On the other hand, the higher the affective organizational commitment, the lower the turnover intention. Furthermore, the higher the abusive leadership, the higher the turnover intention. The results also support the existence of a total mediation of affective organizational commitment in the relationship between abusive leadership and turnover intention.
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Liderança abusiva Compromisso organizacional afetivo Intenção de turnover Colaboradores por conta de outrem Abusive leadership Affective organizational commitment Commitment Turnover intention Employees
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CC License
Without CC licence