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Prontidão para a mudança em enfermeiros no contexto hospitalar: associação com job engagement e percepção de autoeficácia

Jacinto, Sónia Maria Luís
Fonte: Repositório Científico Lusófona Publicador: Repositório Científico Lusófona
Tipo: Dissertação de Mestrado
Português
Relevância na Pesquisa
36.68%
Os enfermeiros enfrentam diariamente diretivas que alteram os métodos de trabalho, nomeadamente no âmbito da qualidade e segurança do doente. Como tal, é importante que o gestor identifique se os profissionais estão prontos e comprometidos com as novas medidas, e de que forma fenómenos como o Job Engagement (JE) e a Perceção de Autoeficácia (PAE) influenciam este processo, de forma a prever comportamentos e a adequar estratégias na implementação da mudança. Esta investigação teve por objetivo caracterizar a prontidão e o compromisso com a mudança de enfermeiros em contexto hospitalar, no âmbito de mudanças organizacionais promotoras da segurança do doente (SD), e analisar a associação entre JE e PAE na adoção de novas medidas de prevenção de infeção (lavagem de mãos) e de identificação do doente (uso de pulseira). O estudo baseia-se numa abordagem quantitativa, do tipo descritivo, observacional e transversal. A recolha de dados foi efetuada através de questionários autoadministrados a enfermeiros do Centro Hospitalar Lisboa Norte E.P.E. – Hospital Santa Maria (CHLN-HSM). Trata-se de um censos de enfermeiros integrados em serviços dos departamentos de cirurgia e medicina. Os questionários foram distribuídos com apoio da enfermeira-chefe de cada serviço...

Comprometimento organizacional em condições adversas: o caso dos pesquisadores do Centro Técnico Aeroespacial.; Organizational commitment in adverse job conditions: the case of Aerospace Technical Center researchers.

Ricco, Maria Filomena Fontes
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Dissertação de Mestrado Formato: application/pdf
Publicado em 15/12/1998 Português
Relevância na Pesquisa
36.51%
A investigação da discrepância observada entre as teorias do comportamento organizacional, que buscam melhores condições de trabalho para a manutenção do pessoal, e o que ocorre na prática com os pesquisadores do CTA, que ali permanecem, mesmo em condições adversas, é realizada por meio de uma descrição da população estudada e pelo esclarecimento de relações entre variáveis e fatos. Para tal, utiliza-se o modelo de três componentes do comprometimento organizacional de Meyer e Allen, onde os empregados permanecem em suas organizações por que querem, por que precisam ou porque sentem-se na obrigação de ficar. Os resultados apontam que, para a população de cientistas presentes nos Institutos do CTA, predomina o comprometimento afetivo, os altos custos em deixar a organização não são tão representativos, e também que a introjeção dos valores e normas da organização, responsáveis pelo sentimento de obrigação em ali permanecer, é pouco presente. A combinação das três dimensões do comprometimento, afetiva, instrumental e normativa, formam padrões de comprometimento organizacional, os quais encontram-se correlacionados a duas variáveis acadêmicas: instituição da graduação e número de publicações. Portanto...

Corporate social responsibility from an employees’ perspective: contributes for understanding job attitudes

Duarte, Ana Patrícia
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Tese de Doutorado
Publicado em //2011 Português
Relevância na Pesquisa
36.6%
Doutoramento em Psicologia Social e das Organizações; Esta dissertação pretende contribuir para o aperfeiçoamento conceptual e metodológico no estudo do conceito de responsabilidade social das organizações (RSO), assim como para uma compreensão mais aprofundada de como a percepção que os trabalhadores possuem do desempenho social das suas organizações influencia as suas atitudes de trabalho, nomeadamente a sua satisfação no trabalho e a sua implicação organizacional. A presente dissertação encontra-se organizada em duas partes. A Parte I compreende uma revisão da literatura sobre RSO e a sua relação com as atitudes de trabalho. A Parte II apresenta cinco estudos empíricos relacionados com esta questão e um capítulo final no qual se salientam as principais conclusões das pesquisas efectuadas, apontam as suas implicações teóricas e práticas, assim como sugestões de pesquisa futura. Este trabalho representa um importante esforço no sentido da compreensão de como as percepções acerca do envolvimento das organizações em práticas socialmente responsáveis se relacionam com as atitudes dos trabalhadores, tendo importantes contributos para as literaturas de RSO e de comportamento organizacional. Relativamente aos contributos teóricos...

Satisfação no trabalho da equipe de enfermagem no Brasil; Job satisfaction of nursing staff in Brazil: an integrative review

MELO, Márcia Borges de
Fonte: Universidade Federal de Goiás; BR; UFG; Mestrado em Enfermagem; Cuidado em Enfermagem Publicador: Universidade Federal de Goiás; BR; UFG; Mestrado em Enfermagem; Cuidado em Enfermagem
Tipo: Dissertação Formato: application/pdf
Português
Relevância na Pesquisa
36.35%
Job satisfaction consists of a feeling of well-being resulting from the interaction of several occupational aspects with the general conditions of life. This is a complex and dynamic process, more and more valued by scholars of organizational behavior, due to the possible influence on the worker health, and therefore, on the results of the services provided. In this context, nursing emerges as a profession that deals with a large number of events that goes beyond the health-disease process, becoming important for the quality of care, a reflection of the main factors of satisfaction and dissatisfaction in the work of this team. Based on this, we focused on the analysis of the scientific publications related to job satisfaction of Brazilian nursing between the years 2000 and 2009. The practice based on the evidences has represented the theoretical method adopted. An integrative literature review in the databases LILACS and MEDLINE BDENF was the focus, totaling 17 publications in the last ten years. The results have revealed 01 literature review, 01 article of level III evidence, 13 of level IV, and 02 of level VI, which were categorized in the following topics: Job Satisfaction, Job Dissatisfaction and correlated factors. As key factors to job satisfaction...

Linking of stress offset score (SOS), work satisfaction, and organizational commitment to intentions to quit

Alexander, Angela.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
36.54%
The purpose of this study was to identify the impact of stressors and offsetting satistiers, measured in this study with Stress Offset Score (SOS), on intentions to quit and examine the mediating and moderating effects of three facets of work satisfaction (job satisfaction, pay satisfaction, and satisfaction with supervisor) and two facets of organizational commitment (affective and nonnative commitment) on this relationship. The sample was composed of 2990 employees from 21 public and private organizations. The interaction of each type of work satisfaction and organizational commitment, with SOS, was tested using Ordinary Least Squares (OLS) procedures. Intentions to quit was the dependent variable. The research questions were determine: (1) Does SOS predict intentions to quit? (2) Does work satisfaction mediate the predictive relationship of SOS on intentions to quit? (3) Does organizational commitment mediate the predictive relationship of SOS on intent to quit? (4) Does work satisfaction moderate the predictive relationship of SOS on intentions to quit? and (5) Does organizational commitment moderate the predictive relationship of SOS on intentions to quit? The results indicated that SOS was negatively correlated with intentions to quit. Each of the types of work satisfaction and organizational commitment variables showed a partial mediated relationship with SOS and each relationship was highly significant...

The impact of meaningfulness of and responsibility for work on the relationships among work values, organizational commitment, and job satisfaction for part- time faculty in a community college

Smithson, Dianne M.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
36.62%
One hundred and thirty four subjects participated in this survey. Quantitative data were obtained and correlational analyses were used to test a model to study the relationships among the achievement of work values and organizational commitment and job satisfaction and to identify the moderating effects of the meaningfulness of work and responsibility for work on these relationships. Part-time faculty in the Faculty of Continuing Education of a community college were mailed a questionnaire on all the variables of the model. Several reliable, valid instruments were used to test the variables. Data analysis through Pearson correlation and stepwise multiple regression analyses revealed that the achievement of the work values of recognition and satisfaction with promotions did predict organizational commitment and job satisfaction, although the moderating effects of the meaningfulness of work and responsibility for work was not supported in this study. This study suggests that the revised model may be used for determining the relationships between the achievement of work values and organizational commitment and job satisfaction in a community college setting.

When job dissatisfaction leads to customer-oriented citizenship behaviors

Boichuk, Jeffrey, P.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
36.35%
This thesis places boundary conditions on the withdrawal model in the frontline setting of service organizations by considering continuance commitment and supervisory support as moderators of the relationship between job dissatisfaction and customer-oriented citizenship behaviors (COCBs). Departing from traditional research in the areas of the service-profit chain and employee withdrawal, the author advances our understanding of conditions that may lead frontline service employees who are dissatisfied to deposit COCBs into the organizational system. Specifically, based on principles derived from social exchange theory, high continuance commitment and high supervisory support are expected to lead to COCBs, because under this condition the benefits of performing such behaviors are increased (i.e., promotion-based, reciprocity-based), while the costs are decreased (i.e., opportunity costs). Utilizing a sample of 127 frontline employees from both the financial services and travel agency industries, the hypothesized relationships are empirically supported using moderated hierarchical regression analysis. To conclude discussion, implications of the results for both academics and p

Job Demands and Organizational Citizenship Behavior: The Roles of Organizational Commitment and Social Interaction

Pooja, Abeeda
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
Português
Relevância na Pesquisa
36.66%
Drawing from the Job Demands-Resources (JD-R) model and research on social exchange relationships, this study investigates the impact of three job demands (work overload, interpersonal conflict, and dissatisfaction with the organization’s current situation) on employees’ organizational citizenship behavior (OCB), the hitherto unexplored mediating role of organizational commitment in the link between job demands and organizational citizenship behavior (OCB), as well as how this mediating effect might be moderated by social interaction. Using a multi-source, two-wave research design, surveys were administered to 707 employees and their supervisors in a Mexican-based organization. The hypotheses were tested with hierarchical regression analysis. The results indicate a direct negative relationship between interpersonal conflict and OCB, and a mediating effect of organizational commitment for interpersonal conflict and dissatisfaction with the organization’s current situation. Further, social interaction moderates the mediating effect of organizational commitment for each of the three job demands such that the mediating effect is weaker at higher levels of social interaction. The study suggests that organizations aiming to instill OCB among their employees should match the immediate work context surrounding their task execution with an internal environment that promotes informal relationship building.

Prioritizing Nutrition in India, The Silent Emergency : A Strategy for Commitment Building and Advocacy

CARE India
Fonte: World Bank, Washington, DC Publicador: World Bank, Washington, DC
Português
Relevância na Pesquisa
36.28%
This report provides a background of the situation of nutrition in India and the rationale of the initiative presents an overview of the initiative, details the activities accomplished and the achievements in the state of Jharkhand, and at the national level and finally presents the recommendations and lessons learnt at the state and national level. The primary objectives of the initiative was to demonstrate a set of strategic activities to build commitment for nutrition, raise the level of public discourse about nutrition, build a better understanding of the critical gaps and issues to be addressed and advocate for policy and program directions to address these and enhance the commitment for nutrition. The prioritizing nutrition initiative is situated against the above backdrop. It recognizes that policies which aim to increase nutrition level of Indians are developed at the national level, hence to create conducive environment to achieve the goal of nutrition secure nation it is important to have informed and sensitized political leaders...

The Effects of Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior on Turnover Intentions

Ulndag, Orhan; Khan, Sonia; Guden, Nafiya
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Português
Relevância na Pesquisa
36.59%
The current study investigated the effects of job satisfaction and organizational commitment on organizational citizenship behavior and turnover intentions. The study also examined the effect of organizational citizenship behavior on turnover intentions. Frontline employees working in five-star hotels in North Cyprus were selected as a sample. The result of multiple regression analyses revealed that job satisfaction is positively related to organizational citizenship behavior and negatively related to turnover intentions. Affective organizational commitment was found to be positively related to organizational citizenship behavior. However, the study found no significant relationship between organizational commitment and turnover intentions. Furthermore, organizational citizenship behavior was negatively associated with turnover intentions. The study provides discussion and avenues for future research.

The role of personality in the job demands-resources model: A study of Australian academic staff

Bakker, A.; Boyd, C.; Dollard, M.; Gillespie, N.; Winefield, A.; Stough, C.
Fonte: Emerald Group Publishing Ltd. Publicador: Emerald Group Publishing Ltd.
Tipo: Artigo de Revista Científica
Publicado em //2010 Português
Relevância na Pesquisa
36.65%
Purpose – The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model. Design/methodology/approach – It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to the motivational process. The hypotheses were tested in a sample of 3,753 Australian academics, who filled out a questionnaire including job demands and resources, personality, health indicators, and commitment. Findings – Results were generally in line with predictions. Structural equation modeling analyses showed that job demands predicted health impairment, while job resources predicted organizational commitment. Also, neuroticism predicted health impairment, both directly and indirectly through its effect on job demands, while extroversion predicted organizational commitment, both directly and indirectly through its effect on job resources. Research limitations/implications – These findings demonstrate the capacity of the JD-R model to integrate work environment and individual perspectives within a single model of occupational wellbeing. Practical implications – The study shows that working conditions are related to health and commitment...

Exploring the links between human resource management and knowledge management : organizational commitment, organizational citizenship behavior and knowledge sharing in Portuguese public organizations

Nunes, Ricardo Alexandre Rodrigues
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2013 Português
Relevância na Pesquisa
36.28%
Tese de Mestrado em Gestão de Empresas/ JEL Classification System: O15 Human Resources, Human Development; D23 Organizational Behavior, D83 Information and Knowledge; Organizational commitment, defined as the individual attitude towards the organization, is related to a whole set of behaviors, including knowledge sharing behaviors, product from the organizational process where individuals mutually exchange their - implicit and explicit – knowledge and jointly create new knowledge, and organizational citizenship behaviors, defined as behaviors that, while not formally required by job tasks, decisivelly contribute to organizational success. In present research, we try to find the relationships between organizational commitment, knowledge sharing attitudes and organizational citizenship behaviors in portuguese public administration specific framework, exploring the links between Human Resource Management and Knowledge Management. To achieve the proposed goal, we performed a study based on a quantitative methodology, using for this purpose a sample of workers from three local portuguese public organizations. The survey questionnaire was an auto-response questionnaire, composed by items from the three different scales that operationalize the constructs explored in our theoretical research. The municipalities...

A mediated moderation study to explain the negative relationship between job insecurity and employee supportive voice

Tojeira, Rafael Brardo
Fonte: Universidade Nova de Lisboa Publicador: Universidade Nova de Lisboa
Tipo: Dissertação de Mestrado
Publicado em /01/2015 Português
Relevância na Pesquisa
36.58%
Double degree; This study examines a mediated moderation model to explain the association between job insecurity and employee supportive voice, having affective commitment and emotional exhaustion as mediators, and employability with a buffering role. The sample was composed of 244 employees from distinct organizations. SPSS tool, Process, was used to analyse the data. As predicted, findings showed a significant indirect effect of job insecurity on employees’ supportive voice through affective commitment. On contrary, the association was not supported through emotional exhaustion. No direct relationship between job insecurity and employee supportive voice was observed. Also no mitigating effect from employability was observed on job insecurity. This research contributes to the study of job insecurity and the emotions it arises in the employees towards the organization, by showing two possible perspectives. This paper evidences that supervisors may promote the adequate environment in the organization, to promote positive emotions on the employees and, consequently, effectiveness at the workplace.

An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanisms linking Job Features and Personal Characteristics to Work Engagement

Jacobs, Holly
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Português
Relevância na Pesquisa
36.53%
The present study tested a nomological net of work engagement that was derived from its extant research. Two of the main work engagement models that have been presented and empirically tested in the literature, the JD-R model and Kahn’s model, were integrated to test the effects that job features and personal characteristics can have on work engagement through the psychological conditions of meaningfulness, safety, and availability. In this study, safety refers to psychological perceptions of safety and not workplace safety behaviors. The job features that were tested in this model included person-job fit, autonomy, co-worker relations, supervisor support, procedural justice, and interactional justice, while the personal characteristics consisted of self-consciousness, self-efficacy, extraversion, and neuroticism. Thirty-four hypotheses and a conceptual model were tested in order to establish the viability of this nomological net of work engagement in which it was expected that meaningfulness would mediate the relationships between job features and work engagement, safety would mediate the relationships that job features and personal characteristics have with work engagement, and availability (physical, emotional, and cognitive resources) would mediate the relationships that personal characteristics have with work engagement. Furthermore...

Effects of Management-Development Practices on Hospitality Management Graduates' Job Satisfaction and Intention to Stay

Torres, Edwin; Adler, Howard
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Português
Relevância na Pesquisa
36.26%
Companies have long recognized the importance of training and developing their managers to prepare them for their short- and long-term careers. Formal management-development programs and other less formal means of management development abound in the hospitality industry. Therefore, one may ask whether the entry-level managers for whom these programs are designed perceive them to be effective. The present study explores management-development practices, procedures, and techniques, and their effects on job satisfaction and organizational commitment

Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

Leite,Nildes Raimunda Pitombo; Rodrigues,Ana Carolina de Aguiar; Albuquerque,Lindolfo Galvão de
Fonte: ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração Publicador: ANPAD - Associação Nacional de Pós-Graduação e Pesquisa em Administração
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/12/2014 Português
Relevância na Pesquisa
36.45%
This study compared two different structural models regarding the direct or mediation role satisfaction has in the prediction of commitment bond, in the context of a public and traditional Brazilian organization, the Military Police. A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10,052 surveyed workers. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. Content analysis and structural equation modeling (SEM) were used in the analysis process. Evidence was found that satisfaction with relationships is an antecedent of commitment, which mediates its relationships with other variables, such as work and personal characteristics. Understanding the organization's characteristics and the use of a substantial sample of its employees simultaneously allowed for testing complex structural models and investigating a labor segment that has been neglected by commitment research.

Compromisso organizacional e satisfação com o trabalho: um estudo com duas unidades hoteleiras portuguesas; Organizational commitment and job satisfaction: a study with two portuguese hotel units

Aguiar, Marco André Silva
Fonte: Universidade do Minho Publicador: Universidade do Minho
Tipo: Trabalho de Conclusão de Curso
Publicado em //2015 Português
Relevância na Pesquisa
36.68%
Dissertação de mestrado integrado em Psicologia; A presente investigação procurou explorar a relação entre compromisso organizacional e satisfação no trabalho no setor da Hotelaria. Os dados foram recolhidos em dois hotéis de cinco estrelas na região da Madeira (109 participantes). Para tal, utilizamos o Questionário Laboral Geral (JSS) e o Questionário de Compromisso Organizacional (OCQ). Em relação à amostra, 52 participantes pertencem ao sexo masculino (47.7%), enquanto que 57 (52.3%) pertencem ao feminino. Os resultados indicam que o compromisso organizacional está positivamente correlacionado com a satisfação no trabalho. Não encontramos efeito das variáveis sociodemográficas e laborais no compromisso organizacional, porém verificamos diferenças na perceção da satisfação, nomeadamente no que concerne à antiguidade na organização, onde os participantes com menos de 5 anos apresentaram uma avaliação mais positiva que os colaboradores com mais de 14 anos, e ao tipo de contrato. Neste último caso, os participantes com contrato a termo exibiram níveis maiores de satisfação que funcionários com outro tipo de contrato. Este estudo reforça a ideia de que o compromisso organizacional e a satisfação no trabalho estão relacionadas e são importantes para perceber a relação do funcionário com a organização.; This study explores the relationship between organizational commitment and job satisfaction...

Corporate Social Responsibility, Organizational Justice and Job Satisfaction: How do They Interrelate, If at All?

Tziner,Aharon; Oren,Lior; Bar,Yaki; Kadosh,Gal
Fonte: Revista de Psicología del Trabajo y de las Organizaciones Publicador: Revista de Psicología del Trabajo y de las Organizaciones
Tipo: info:eu-repo/semantics/article; journal article; info:eu-repo/semantics/publishedVersion Formato: text/html; application/pdf
Publicado em 01/04/2011 Português
Relevância na Pesquisa
36.29%
Although recent years have seen considerable theoretical attention devoted to corporate social responsibility (CSR), a multi-dimensional construct encompassing commitment to society, employees, customers, and the government, the relationship between CSR and employee attitudes has not been sufficiently studied. This study therefore examines the connections between the macro concept of CSR and micro research in the employee dimensions of organizational justice and job satisfaction. Questionnaires measuring CSR, organizational justice, and job satisfaction were completed by 101 employees. Results show that CSR is positively related to both organizational justice and job satisfaction. In addition, the relationship between CSR and job satisfaction was found to be mediated by organizational justice. The discussion stresses the value of CSR as a business strategy.

The influence of the quality of working life on employee job satisfaction, job commitment and tenure intention in the SME sector in Zimbabwe

Chinomona,Richard; Dhurup,Manilall
Fonte: South African Journal of Economic and Management Sciences Publicador: South African Journal of Economic and Management Sciences
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/04/2014 Português
Relevância na Pesquisa
66.65%
A major reason for advocating for quality of work life has been the promise that it creates a win-win situation: improved employee satisfaction and welfare, hence increased productivity, longer employee tenure and consequently increased company profitability. Nevertheless, in the context of small to medium enterprises (SMEs), scant attention has been given to the empirical investigation into the influence of the quality of work life on employee tenure intention in Southern Africa. The purpose of this study is to fill this gap by examining the influence of SME employees' perceptions of the quality of work life on their tenure intention and the mediating role of job satisfaction and job commitment in this relationship as far as Zimbabwe is concerned. Five hypotheses were posited and sample data of 282 were collected from Harare, Zimbabwe's biggest city, to empirically test these hypotheses. The results of this study showed that, in the SME context, quality of work life positively and significantly influences employee job satisfaction, job commitment and consequently tenure intention. The managerial implications of the findings are discussed and limitations and future research directions are indicated.

Occupational stress, ill health and organisational commitment of employees at a university of technology

Viljoen,Joshua P.; Rothmann,Sebastiaan
Fonte: SA Journal of Industrial Psychology Publicador: SA Journal of Industrial Psychology
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2009 Português
Relevância na Pesquisa
36.57%
The aim of this study was to investigate the relationship between occupational stress, ill health and organisational commitment. A survey design was used. The sample (N=353) consisted of academic (n=132) and support staff (n=221) at a university of technology. The Organizational Stress Screening Tool (ASSET) and a biographical questionnaire were administered. The results showed that different organisational stressors contributed significantly to ill health and low organisational commitment. Stress about job security contributed to both physical and psychological ill health, whereas overload and job aspects contributed to psychological ill health. Stress about control and resources contributed to low organisational commitment. Low individual commitment to the organisation was predicted by five stressors, namely work-life balance, overload, control, job aspects and pay.