Preditores do comprometimento organizacional ao longo do tempo: o papel da propensão ao vínculo e da avaliação das políticas e práticas de gestão de pessoas

Abstract

Introduction: In this research, organizational commitment is treated as a onedimensional link that unites the individual to the organization due to the sharing of both values and objectives. It is a construct that mediates active contribution behaviors that direct the individual to achieve organizational results. The propensity to commit to the organization is a new concept with little research done so far. It seeks to analyze factors that increase or decrease the probability of the worker committing himself or not to his employing organization. Objective: To analyze the predictive value of the propensity for organizational commitment on the permanence and intensity of established organizational commitment, in a short term and in the long term (seven years after hiring workers) considering the effect of people management policies, such as possible moderator of the relationship propensity and bond of commitment in the organization. Method: This is a quantitative, longitudinal study, involving the application of a structured questionnaire in three moments; Phase 1 took place the first collection in 2015-2016 setting time 1 and 2 (T1-T2). In Phase 2, the third collection was carried out in 2022 (T3), with the same individuals participating in Phase 1. In this phase, the reasons given by public servants who, over these years, left the organization were also analyzed. Results: The results found indicate that the propensity to commitment has predictive power over commitment in the short term (T1 and T2 of the research); however, this power diminished in time T3. In the long term, contextual variables represented by people management practices and policies exert greater influence on the employee's organizational commitment. Conclusion: In the case studied, it was verified that the levels of commitment decrease with the passage of time, reducing the explanatory power of the propensity measured when joining the organization and revealing that the way in which people management policies and practices are implemented by the Organization becomes the main explanatory factor of organizational commitment. When individuals enter the organization, they already have a tendency to develop a certain bond in the short term. This tendency is determinant of the future link established from their entry, which may affect their adaptation to the new job, as well as their performance in the work environment. In the long term, the interference of other variables that overlap the propensity to commit is suggested. In addition, over time, commitment decreases, influenced by some people management practices and policies, especially with regard to the Involvement dimension, in which it creates an affective bond with its employees.