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Open Access
Article
Publication date: 20 December 2018

Lucia B. Oliveira and Elson Mário Toja Couto Monteiro da Costa

The purpose of this study was to compare and analyze the job satisfaction, organizational commitment and turnover intention of professors, technical-administrative servants and…

2600

Abstract

Purpose

The purpose of this study was to compare and analyze the job satisfaction, organizational commitment and turnover intention of professors, technical-administrative servants and outsourced workers of the Federal University of the State of Rio de Janeiro (UNIRIO).

Design/methodology/approach

The authors conducted analyses of variance, with the multiple comparisons made using Tukey’s post hoc tests, as well as regression analyses. The sample of 297 workers included 115 faculty members, 86 technical-administrative servants and 96 outsourced employees.

Findings

The results showed that the job satisfaction of outsourced workers was significantly higher than that of the public servants. On the other hand, professors presented the highest level of affective commitment, significantly higher than technical-administrative employees and outsourced workers. Turnover intention of outsourced workers was lower than that of technical-administrative employees, despite the stability of the latter group.

Practical implications

From a practical standpoint, the results may guide the development human resource management policies and practices aligned with the reality and the needs of public servants and outsourced employees, thus fostering their job satisfaction, commitment and retention.

Originality/value

This study is relevant given the increased use of outsourced labor in the public administration and the relative paucity of empirical studies with this group of workers, as evidenced by the review of the national literature. Moreover, as the theme of outsourcing is quite controversial, the authors hope this new evidence contributes to the debate.

Details

RAUSP Management Journal, vol. 54 no. 1
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 18 January 2018

Carolina Machado Dias Ramalho Luz, Sílvio Luiz de Paula and Lúcia Maria Barbosa de Oliveira

The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover.

43682

Abstract

Purpose

The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover.

Design/methodology/approach

Following a quantitative approach regarding methodological aspects of this research, a case study was carried out in a company of information technology and communication located in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated.

Findings

The results suggest that affective and normative commitments and satisfaction with pay, satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of negative turnover significantly. Among the demographic factors, only the age showed a negative correlation with intent to turnover. By performing multiple regression analysis, we identified that the variables that most impacted the turnover intention are affective commitment, satisfaction with salary and normative commitment. The qualitative portion of this study was accomplished through a content analysis of the open question of the form. Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents.

Research limitations/implications

Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments. The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover.

Practical implications

Based on the results, organizations can reduce voluntary evasion by adjusting actions, policies and practices, directing those responsible for People Management to attract and retain good employees. It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management.

Social implications

The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. For organizations, employee turnover can and should be managed and monitored so that appropriate levels are found and their consequences are minimized through effective solutions. The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power.

Originality/value

Although in the international literature turnover is a topic of study for many years, in the Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help locate the academy on the Brazilian reality and open the doors to new research works on turnover and its possible correlations with other variables besides organizational commitment and job satisfaction.

Details

Revista de Gestão, vol. 25 no. 1
Type: Research Article
ISSN: 2177-8736

Keywords

Open Access
Article
Publication date: 29 June 2018

Pedro Cavalcanti G. Ferreira and Elaine Rabelo Neiva

Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose…

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Abstract

Purpose

Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch.

Design/methodology/approach

To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants.

Findings

The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention.

Originality/value

The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.

Details

RAUSP Management Journal, vol. 53 no. 3
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 8 March 2021

Daniel Magalhães Mucci, Fábio Frezatti and Diógenes de Souza Bido

This study aims to investigate the influence of budgeting design characteristics on perceived budgeting usefulness, based on the enabling-coercive framework.

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Abstract

Purpose

This study aims to investigate the influence of budgeting design characteristics on perceived budgeting usefulness, based on the enabling-coercive framework.

Design/methodology/approach

This paper develops a survey in one large publicly-listed Brazilian company that operates in the electric utility industry. The sample comprises 75 middle managers from different areas of this organization. This study uses structural equation modeling as the data analysis method.

Findings

The results indicate that internal and global transparencies determine middle managers’ perceptions of budgeting usefulness, while no relationship was found for repair capacity and flexibility characteristics. This paper shows that managers, when provided with global and internal transparencies and independently of their level discretion regarding target revisions or the reallocation of resources, perceive budgeting systems as being useful for decision-facilitating and decision-influencing roles.

Practical implications

The findings might be relevant for budgeting professionals to review or design the budgeting system in terms of dribbling potential flaws and increasing its use in the organization.

Originality/value

The study explores the multidimensionality of the enabling-coercive budgeting design construct. This study provides a theoretical contribution to the literature by showing that budget alignment, integration, learning and information sharing are relevant such that an organization could improve the assertiveness using budgeting systems. Besides, this paper provides an opposing view about the supposed relation between flexible budgeting design and budgeting usefulness. Frequently, some management directions are offered by the literature and no guarantee is provided in terms of the connection between the adoption and the usefulness of those mechanisms. Therefore, the findings shed more light on the practical developments in budgeting.

Details

RAUSP Management Journal, vol. 56 no. 1
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 30 November 2021

Ilda Fontes and Letícia Fantinato Menegon

Considering the centrality of the editor-in-chief in the scientific editorial process, this research aimed to investigate what are (if any) the gaps in the current competencies…

1391

Abstract

Purpose

Considering the centrality of the editor-in-chief in the scientific editorial process, this research aimed to investigate what are (if any) the gaps in the current competencies and the future competencies of this professional, according to the evolution of the journals business model.

Design/methodology/approach

The qualitative research method was used, seeking a deeper understanding of the studied group and their professional skills in a practical way. The epistemological approach of pragmatism was adopted, and the semi-structured interview technique was used with a sample of 29 interviews.

Findings

The survey results revealed that the editor-in-chief learns his métier on a daily basis, on-the-job, as a result of a lack of prior preparation, due to the absence of structured training of these professionals. The study showed a change in the competencies of the editor-in-chief, but influenced beyond the scientific business model, involving a broader contemporary scenario of high complexity. Finally, it also contributes by highlighting important skills trends for the editor-in-chief.

Practical implications

It is expected that the results of this research will contribute to institutionalize training and skills development programs for the editor-in-chief and, consequently, for professionalization for the editor-in-chief.

Originality/value

This study deals, for the first time, specifically with the editor-in-chief's skills, where other studies focus on role, functions and responsibilities.

Details

Revista de Gestão, vol. 29 no. 2
Type: Research Article
ISSN: 1809-2276

Keywords

Open Access
Article
Publication date: 3 April 2019

Cristiane Benedetti Chammas and José Mauro da Costa Hernandez

The purpose of this study is to investigate the influence of transformational and instrumental leadership on the individual performance of the employee and the financial…

14552

Abstract

Purpose

The purpose of this study is to investigate the influence of transformational and instrumental leadership on the individual performance of the employee and the financial performance in Brazilian startups.

Design/methodology/approach

The adopted methodological construction strategy was structural equation modeling, with the purpose of applying the model to primary data collected from a sample of leaders of Brazilian startups (n = 126).

Findings

Results suggest that when leadership types are analyzed separately, both directly influence employee performance.

Originality/value

This study has four main contributions: to test the influence of the two leadership styles on employee performance and thus to help advance the theoretical understanding of leadership; to perform this test in the context of Brazilian startups; to equip professionals with more information about the effects of crucial leadership types on individual type of employee performance; and to expand knowledge for recruitment and managerial training in initial-stage companies.

Details

Innovation & Management Review, vol. 16 no. 2
Type: Research Article
ISSN: 2515-8961

Keywords

Open Access
Article
Publication date: 5 September 2022

Cristiane Aparecida da Silva and Fabricia Silva da Rosa

The purpose of the article is to analyze the influence of output control, autonomous motivation and controlled motivation on task performance of public servants at home office…

2022

Abstract

Purpose

The purpose of the article is to analyze the influence of output control, autonomous motivation and controlled motivation on task performance of public servants at home office owing to the COVID-19 pandemic.

Design/methodology/approach

A survey was conducted based on the perception of 236 public servants, and structural equation modeling (SEM) technique was used for data analysis.

Findings

Both autonomous motivation and output control are positively and significantly related to task performance.

Research limitations/implications

The present study expands the literature with information about individual performance and management control, which can be related to the control, motivation and task performance of public servants at home office in a pandemic context.

Practical implications

The results could offer a basis for understanding how managers can deal with the challenges while at home office. They can also provide managers with information that they can use to build management strategies to foster the performance of public servants at home office.

Social implications

Home office can decrease commuting to a central workplace, alleviate traffic problems and reduce car pollution. It also allows for business continuity in the face of storms and pandemics.

Originality/value

Most studies about home office, COVID-19 and task performance have addressed personal, professional and organizational characteristics. However, little is known about the analysis of combinations of the following constructs: output control, autonomous and controlled motivations, and how both affect task performance of public servants.

Details

Revista de Gestão, vol. 30 no. 3
Type: Research Article
ISSN: 1809-2276

Keywords

Open Access
Article
Publication date: 9 November 2018

Daniela Pinheiro dos Reis and Katia Puente-Palacios

The purpose of this study was to identify the explanatory power of the affective, cognitive and evaluative aspects of identity with work teams in predicting team effectiveness…

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Abstract

Purpose

The purpose of this study was to identify the explanatory power of the affective, cognitive and evaluative aspects of identity with work teams in predicting team effectiveness, represented by the variables: satisfaction with the team, manager-assessed team performance and objective indicators of performance.

Design/methodology/approach

Data were collected from 131 work teams of a Brazilian public organization with units in all state capitals of the country. Work team identity scale, the work team satisfaction scale, the team performance scale and objective performance indicators collected based on the achievement of the goals set for the units that make up the organization were used. To test the predictive model, three regressions were conducted using the stepwise method.

Findings

Regression analysis results showed that the evaluative dimension explains about 6% of the performance assessment given by managers, whereas the affective dimension explains 63% of the satisfaction with work teams. No significant results were found for the objective performance indicators.

Originality/value

The observed findings demonstrate the pertinence of understanding the work team identity as a collective and multidimensional phenomenon, as well as the contribution of its different components in explaining variables that represent effectiveness.

Details

RAUSP Management Journal, vol. 54 no. 2
Type: Research Article
ISSN: 2531-0488

Keywords

Open Access
Article
Publication date: 12 April 2022

Jeová Torres Silva Júnior, Jailson Santana Carneiro, Patrick Wendell Barbosa Lessa and Carlos Leandro Soares Vieira

The challenges of the growth of the sharing economy are becoming more and more noticeable and urgent, especially concerning labor relations (e.g. uberization). The purpose of this…

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Abstract

Purpose

The challenges of the growth of the sharing economy are becoming more and more noticeable and urgent, especially concerning labor relations (e.g. uberization). The purpose of this paper is to understand what app-based drivers think of working conditions and labor relations.

Design/methodology/approach

The research was carried out in three stages: bibliographical and documental research, and two empirical research, a quantitative one with the application of a questionnaire in a sample of 54 respondents and another qualitative one using an interview script with ten drivers. For data analysis, the abductive method and the content analysis technique were used.

Findings

The results reveal they have an exhausting labor routine, by checking that they work more hours per week than those who have a formal job. They are driven mainly by the extra income and flexibility that digital platforms of the sector of shared private transportation can offer, although the costs intrinsic to the activity often affect their revenues significantly.

Research limitations/implications

The number of answers from women was very small, which hinders the analysis of the potential specificities of women app-based drivers. Future studies could focus on this public for a more precise analysis, to bring the discussion on gender to the working context of app-based drivers.

Practical implications

The authors’ intention with the research reports was to make them relevant, leading to effective policies concerning working conditions and labor relations in the sharing economy, and to stimulate other surveys to understand the activity of an app-based driver of shared private transportation.

Originality/value

The authors’ research and this article contribute to the discussion on new work relationships, motivations and (dis)satisfaction with the activity, from the perspective of app-based drivers.

Details

Revista de Gestão, vol. 29 no. 3
Type: Research Article
ISSN: 1809-2276

Keywords

Open Access
Article
Publication date: 4 January 2018

Leonardo Caixeta de Castro Maia, Daniel Masini Espindola and Cristiano Henrique Antonelli da Veiga

Studying the gap between improvements in operational performance of a manufacturing organization does not necessarily represent the existent of safe and healthy work. The purpose…

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Abstract

Purpose

Studying the gap between improvements in operational performance of a manufacturing organization does not necessarily represent the existent of safe and healthy work. The purpose of this paper is to fill this gap validating a scale about social practices.

Design/methodology/approach

The literature was studied; data analysis instrument and the scale validated by Q-sort. The reliability and validity of research instrument indicators were drawing from the analysis of judges. The data were assessed by convergence matrix.

Findings

It was validated five social practices factors. It was enabled the adequacy of the name of the constructs and establishment which indicators better convergence to the constructs.

Research limitations/implications

The judge´s number that answered the research was low. The level of convergence related of two factors was above 50 percent.

Practical implications

It is possible to achieve better levels of performance through social practices. Organizations must rethink the management and the routine of the workers to implement the operational practices.

Social implications

The practices need to have with well-defined rules, as well as action to drive compliance. This vision also needs to be expanded to suppliers, customers and society.

Originality/value

Highlight five points: technology is the main factor for analyzes and decisions; the search for quality leads organizations to seek practices that improve workers’ well-being, health and safety; the activities of the worker are carried out on the factory, or in the work environment; Should not to belittle the local community; culture is an essential factor to continuous improvement.

Details

Revista de Gestão, vol. 25 no. 1
Type: Research Article
ISSN: 2177-8736

Keywords

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