As relações entre as práticas de gestão de pessoas e o desenvolvimento de vínculos com a organização: um estudo em um escritório de contabilidade na cidade de Salvador

Abstract

The purpose of this essay is to investigate the existing relation between commitment and the entrenchment of the employees with the organization and it's methods and models of people managing adopted. By Bastos (1994a) point of view the definitions that specify better commitment are compromise, engagement, involvement and dedication of the people in each action, something that binds the individual to some elements; the condition of the being of loyalty, demonstrated for their purposes, aspirations and feelings. Whereas the organizational entrenchment is defined as a tendency of the being in staying in organization for the bad image they might have of their own employability or the loss of it may cause (RODRIGUES, 2009; RODRIGUES; BASTOS, 2011). Underpinning those theoretical approaches and considering each organization has it's own model or managing their employees- the one adopted and this research was the agency-community model also known as individualism and and collectivism, which is translated in specific practices- and what the workers relate to the company from different psychological bases, with this being said the affection bond is taken as the most correlational to the employee involvement at work, this correlation was also part of the research . Therefore 107 questionaries were applied, mostly printed and always in completely anonymous (auto application), and the results were deposited in an urn sealed for posterior analysis. The data base was collected from quantitive strategy and for data analysis, descriptive and correlational analyzes were used. The results were presented in the form of tables. The research was conducted in an accounting office, located in the city of Salvador / BA with 107 professionals. It is, therefore, a quantitative study, carried out from a single case, of an explanatory character. In the studied organization, the high incidence of organizational commitment is concluded. It is also noticeable the incidence of organizational entrenchment, but at lower levels when compared to commitment. This study adds to a better understanding of commitment and entrenchment, as well as the importance attributed to practices and models of people management. In order to add value to the subject and to expand the knowledge among the researchers, it is proposed the need for new studies.