A teoria e a prática do comprometimento organizacional: a visão dos profissionais de RH

Abstract

The studies on commitment have grown in line, mainly for two main reasons: the organizational scenario marked by constant changes that have altered the relationships in organizations, and the lack of consensus among the authors. Popular involvement in the approach is something that unites the individual to something. For the researchers of the topic and the commitment of a person can be guided to various entities or environments from the family, career, business, religion, among others and of different forms. This direction later receive the name of outbreaks and forms the basis of commitment. However, most studies exploring the involvement of a person with the organization and the entities within it, such as career, teamwork, leadership, the work itself and the union. The studies on the subject dating from 1970 and since then several definitions have been created in an attempt to find a consensus for the concept and the ramifications of the issue. It is a search field that demands many studies, especially when considering the qualitative method, since most research uses the quantitative approach in order to measure the degree and type of involvement that an employee has with the organization. Furthermore, most studies was carried out in Brazil. Accordingly, this research aims to verify to what extent a particular group of work, the professionals of Rh, the region of Minas Gerais, which in practice, dealing with commitment, have a vision similar to the literature comparing the theory and practice. It was noticed that the most experienced practitioners of Rh and active have a vision for the next theme in the literature when the commitment and involvement means emphasizing the positive connotation of the term. Professionals are more interested and concerned with the welfare, development and employee satisfaction, and consequently with practices and policies that afford the well-being and satisfaction in working in the company. Therefore, they are more creative, restless and always look modern and effective tools to measure the commitment of employees to the organization. The professionals surveyed know about it, but do not know the terms used in the literature and agree that dealing with the matter at present is relevant in light of changes that is happening in the business world and even the values organizations that require more discretion in defining the policies and guidelines related to the management of people. On the tools used in businesses of respondents to measure or evaluate the involvement of officials realized that few companies use a specific tool, but that evaluations of performance, targets and performance indirectly play this role.