Comprometimento organizacional em organizações autentizóticas: um estudo luso-brasileiro

Rego, Arménio; Souto, Solange

doi:10.1590/S0034-75902004000300004

Resumos

Este artigo tem o objetivo de mostrar como as percepções dos indivíduos acerca de seis características organizacionais autentizóticas - espírito de camaradagem, credibilidade do superior, comunicação aberta com o superior, oportunidades de aprendizagem e desenvolvimento pessoal, eqüidade e conciliação trabalho-família - explicam três dimensões do comprometimento organizacional. Na primeira fase, replicou-se estudo anterior, realizado em Portugal, com o objetivo de operacionalizar o construto das organizações autentizóticas. Na segunda fase, realizaram-se estudos confirmatórios, em Portugal e no Brasil. A evidência empírica salienta as boas propriedades psicométricas do construto e mostra como as variáveis autentizóticas explicam o comprometimento, sobretudo o componente afetivo. As dimensões autentizóticas mais relevantes são o espírito de camaradagem, a credibilidade do superior e as oportunidades de aprendizagem e desenvolvimento pessoal.

Organizações autentizóticas; clima organizacional; comprometimento organizacional; saúde individual; saúde organizacional

The paper aims to show how the perceptions of six authentizotic organizational characteristics - spirit of camaraderie, credibility of the leader, open and frank communication with the leader, opportunities for learning and self-development, equity, work-family conciliation- explain three dimensions of organizational commitment. In the first step, a study carried in Portugal to build and validate the authentizotic organizations construct was replicated in Brazil. In the second step, confirmatory studies were carried out in Portugal and Brazil. Empirical evidence suggests the good psychometric properties of the construct and shows that authentizotic dimensions explain commitment, mainly the affective component. The authentizotic dimensions suggesting the higher predictive power are the spirit of camaraderie, the credibility of the leader and the opportunities for learning and self-development.

Authentizotic organizations; organizational climate; organizational commitment; organizational health; individual health

COMPORTAMENTO ORGANIZACIONAL

Comprometimento organizacional em organizações autentizóticas: um estudo luso-brasileiro

Organizational commitment in authentizotic organizations: a luso-brazilian study

Arménio Rego^I; Solange Souto^II

^IUniversidade de Aveiro

^IIFaculdades Ibmec e UERJ

RESUMO

Este artigo tem o objetivo de mostrar como as percepções dos indivíduos acerca de seis características organizacionais autentizóticas espírito de camaradagem, credibilidade do superior, comunicação aberta com o superior, oportunidades de aprendizagem e desenvolvimento pessoal, eqüidade e conciliação trabalho-família explicam três dimensões do comprometimento organizacional. Na primeira fase, replicou-se estudo anterior, realizado em Portugal, com o objetivo de operacionalizar o construto das organizações autentizóticas. Na segunda fase, realizaram-se estudos confirmatórios, em Portugal e no Brasil. A evidência empírica salienta as boas propriedades psicométricas do construto e mostra como as variáveis autentizóticas explicam o comprometimento, sobretudo o componente afetivo. As dimensões autentizóticas mais relevantes são o espírito de camaradagem, a credibilidade do superior e as oportunidades de aprendizagem e desenvolvimento pessoal.

Palavras-chave: Organizações autentizóticas, clima organizacional, comprometimento organizacional, saúde individual, saúde organizacional.

ABSTRACT

The paper aims to show how the perceptions of six authentizotic organizational characteristics spirit of camaraderie, credibility of the leader, open and frank communication with the leader, opportunities for learning and self-development, equity, work-family conciliation explain three dimensions of organizational commitment. In the first step, a study carried in Portugal to build and validate the authentizotic organizations construct was replicated in Brazil. In the second step, confirmatory studies were carried out in Portugal and Brazil. Empirical evidence suggests the good psychometric properties of the construct and shows that authentizotic dimensions explain commitment, mainly the affective component. The authentizotic dimensions suggesting the higher predictive power are the spirit of camaraderie, the credibility of the leader and the opportunities for learning and self-development.

Key words: Authentizotic organizations, organizational climate, organizational commitment, organizational health, individual health.

Texto completo disponível apenas em PDF.

Full text available only in PDF format.

NOTA

Uma versão preliminar deste texto foi apresentada ao XXVII ENCONTRO ANUAL DA ASSOCIAÇÃO NACIONAL DOS PROGRAMAS DE PÓS-GRADUAÇÃO EM ADMINISTRAÇÃO, Atibaia, 2003.

Artigo recebido em 04.11.2003.

Aprovado em 25.05.2004.

Arménio Rego

Professor na Universidade de Aveiro (Portugal). Doutor e Mestre em Gestão de Empresas pelo Instituto Superior de Ciências do Trabalho e da Empresa. Interesses de pesquisa em justiça organizacional, comprometimento, comportamentos de cidadania, liderança, comunicação, climas éticos, organizações autentizóticas e estresse. E-mail: arego@egi.ua.pt Endereço: Universidade de Aveiro, Campus de Santiago, Aveiro Portugal, 3810-193.

Solange Souto

Professora nas áreas de Comportamento Organizacional e Administração de Recursos Humanos do Ibmec-RJ. M.Sc. em Psicologia pela FGV-RJ. Interesses de pesquisa em comportamento e justiça organizacional, organizações autentizóticas, comportamentos de cidadania e comprometimento, comunicação, liderança e mudança nas organizações. E-mail: s.souto@globo.com Endereço: UERJ, Rua São Francisco Xavier, 524, 2º andar, bl. F, Maracanã, Rio de Janeiro RJ, 20550-012.

ALLEN, N. J.; MEYER, J. P. The measurement and antecedents of affective, continuance, and normative commitments to the organization. Journal of Occupational Psychology, v. 63, n. 1, p. 1-8, 1990.
ALLEN, N. J.; MEYER, J. P. Affective, continuance, and normative commitment to the organization: an examination of construct validity. Journal of Vocational Behavior, n. 49, p. 252-276, 1996.
ALLEN, N. J.; MEYER, J. P. Construct validation in organizational behavior research: The case of organizational commitment. In: GOFFIN, R. D.; HELMES, E. (Eds.) Problems and Solutions in Human Assessment: Honoring Douglas N. Jackson at Seventy. Norwell, MA: Kluwer Academic, 2000. p. 285-314.
BECKER, T. E. Foci and bases of commitment: are they distinctions worth making? Academy of Management Journal, v. 35, n. 1, p. 232-244, 1992.
BOLON, D. S. Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment. Hospital e Health Services Administration, v. 42, n. 1, p. 221-241, 1997.
BOWLES, M. The myth of management: direction and failure in contemporary organizations. Human Relations, v. 50, n. 7, p. 779-803, 1997.
BURKE, M. J.; BORUCKI, C. C.; KAUFMAN, J. D. Contemporary perspectives on the study of psychological climate: a commentary. European Journal of Work and Organizational Psychology, v. 3, n. 1, p. 325-340, 2002.
BURROUGHS, S. M.; EBY, L. T. Psychological sense of community at work: a measurement system and explanatory framework. Journal of Community Psychology, v. 26, n. 6, p. 509-532, 1998.
BYRNE, B. M. Structural equation modeling with lisrel, prelis, and simplis. London: Lawrence Erlbaum, 1998.
COOPER, C. L.; DEWE, P.; O'DRISCOLL, M. Organizational stress. A review and critique of theory, research and applications. London: Sage, 2001.
DE GEUS, A. The living company. Harvard Business Review, v. 75, n. 2, p. 51-59, 1997a.
DE GEUS, A. The living company: habits for survival in a turbulent business environment. Boston: Harvard Business School, 1997b.
DEN DULK, L.; VAN DOORNE-HUISKES, A.; SCHIPPERS, J. Organizações "amigas da família": uma comparação internacional. Sociologia Problemas e Práticas, n. 29, p. 31-50, 1999.
EUROPEAN COMMISSION. Guidance on work-related stress Luxembourg: European Communities, 1999.
FINEGAN, J. E. The impact of person and organizational values on organizational commitment. Journal of Occupational and Organizational Psychology, v. 73, n. 2, p. 149-169, 2000.
GANSTER, D. C.; MURPHY, L. Workplace interventions to prevent stress-related illness: Lessons from research and practice. In: COOPER, C. L.; LOCKE, E. A. (Eds.). Industrial and organizational psychology: linking theory with practice. Malden, MA: Blackwell, 2000. p. 34-50.
GLICK, W. Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, v. 10, n. 3, p. 601-616, 1985.
GRUNBERG, L.; ANDERSON-CONNOLLY, R.; GREENBERG, E. S. Surviving layoffs: the effects on organizational commitment and job performance. Work and Occupations, v. 27, n. 1, p. 7-31, 2000.
HART, P. M.; COOPER, C. L. Occupational stress: toward a more integrated framework. In: ANDERSON, N.; ONES, D. S.; SINANGIL, H. K.; VISWESVARAN, C. (Eds.) Handbook of industrial, work and organizational psychology. London: Sage, 2001. p. 93-114.
IVERSON, R. D.; BUTTIGIEG, D. M. Affective, normative and continuance commitment: can the 'right kind' of commitment be managed? Journal of Management Studies, v. 36, n. 3, p. 307-333, 1999.
JONES, A. P.; JAMES, L. R. Psychological climate: dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, v. 23, n. 2, p. 201-250, 1979.
KANUNGO, R. N.; MENDONCA, M. Ethical dimensions of leadership. Thousand Oaks, CA: Sage, 1996.
KETS DE VRIES, M. F. R. Creating authentizotic organizations: well-functioning individuals in vibrant companies. Human Relations, v. 1, n. 54, p. 101-111, 2001.
LEVERING, R.; MOSKOWITZ, M. The 100 Best Companies to Work for in America. New York: Doubleday, 1983.
LEVERING, R.; MOSKOWITZ, M. The 100 best companies to work for in America. Fortune, v. 137 n. 1, p. 26-35, 1998.
LEVERING, R.; MOSKOWITZ, M. 100 best companies to work for. Fortune, v. 147, n. 1, p. 41-43, 2003.
MACKENZIE, S. B.; PODSAKOFF, P. M.; AHEARNE, M. Some possible antecedents and consequences of in-role and extra-role salesperson performance. Journal of Marketing, v. 62, n. 3, p. 87-98, 1998.
MAIGNAN, I., FERRELL, O. C.; HULT, G. T. M. Corporate citizenship: cultural antecedents and business profits. Journal of the Academy of Marketing Science, v. 4, n. 27, p. 455-469, 1999.
MCFARLIN, D. B. & SWEENEY, P. D. Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, v. 3, n. 35, p. 626-637, 1992.
MEDEIROS, C. A.; ENDERS, W. T. Padrões de comprometimento organizacional e suas características pessoais: como são os comprometidos e os descomprometidos com as organizações. In: ENCONTRO ANUAL DA ASSOCIAÇÃO DOS PROGRAMAS DE PÓS-GRAADUAÇÃO EM ADMINISTRAÇÃO, 1998, Foz do Iguaçu, Anais... Foz do Iguaçu: Anpad, 1998. CD-ROM.
MEYER, J. P. Organizational commitment. In: COOPER, C. L.; ROBERTSON, I. T. International Review of Industrial and Organizational Psychology, n. 12, p. 175-228, 1997.
MEYER, J. P.; ALLEN, N. J. A three-component conceptualization of organization commitment. Human Resource Management Review, v. 1, n. 1, p. 61-98, 1991.
MEYER, J. P.; ALLEN, N. J.; SMITH, C. A. Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, v. 4, n. 7, p. 538-551, 1993.
MEYER, J. P.; HERSCOVITCH, L. Commitment in the workplace: toward a general model. Human Resource Management Review, v. 11, n. 3, p. 299326, 2001.
MOORMAN, R. H.; NIEHOFF, B. P.; ORGAN, D. W. Treating employees fairly and organizational citizenship behavior: sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, v. 3, n. 6, p. 209-225, 1993.
NUNNALLY, J. C. Psychometric theory. 2.ed. New York: McGraw-Hill, 1978.
PAVULS, U. Exploratory factor analysis of organizational commitment in Eastern Europe. 2000. Trabalho apresentado ao XXVII International Congress of Psychology, Stockholm, Sweden, 2000. Não publicado.
PODSAKOFF, P. M.; MACKENZIE, S. B.; BOMMER, W. H. Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, v. 2, n. 22, p. 259-298, 1996.
PODSAKOFF, P. M.; ORGAN, D. W. Self-reports in organizational research: problems and prospects. Journal of Management, v. 12, n. 4, p. 531- 544, 1986.
RANDALL, M. L.; CROPANZANO, R.; BORMANN, C. A.; BIRJULIN, A. Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior, n. 20, p. 159-174, 1999.
REGO, A.; SOUTO, S. Comprometimento organizacional: um estudo lusobrasileiro sobre a importância da justiça. In: ENCONTRO ANUAL DA ASSOCIAÇÃO DOS PROGRAMAS DE PÓS-GRAADUAÇÃO EM ADMINISTRAÇÃO, 2002, Salvador, Anais... Salvador: Anpad, 2002. p. 22-25. CD-ROM.
REGO, A. Comportamentos de cidadania organizacional: factor de competitividade e/ou engenharia social? In: Competitividade através das pessoas Lisboa: RH Editora, p.7-23, 2002a.
REGO, A. Comportamentos de cidadania organizacional. Lisboa: McGrawHill, 2002b.
REGO, A. Organizações autentizóticas: desenvolvimento e validação de um instrumento de medida. Relatório de pesquisa Universidade de Aveiro, Portugal, 2003. Não publicado.
ROBINSON, S. L. Trust and breach of the psychological contract. Administrative Science Quarterly, v. 41, n. 4, p. 574-599, 1996.
ROCHA, A. S. C.; BASTOS, A. V. Comprometimento do empregado e contextos organizacionais em mudança: o caso do Banco do Brasil. Revista de Ciências Humanas (CFH/UFSC), n. 5, p. 117-140, 2000.
SCOTT, W. R. Organizations: Rational, natural, and open systems. 3. ed. Englewood Cliffs, NJ: Prentice Hall, 1992.
SHORE, L. M.; WAYNE, S. J. Commitment and employee behavior: comparison of affective and continuance commitment with perceived organizational support. Journal of Applied Psychology, v. 78, n. 5, p. 774780, 1993.
SWEENEY, P. D.; McFARLIN, D. B. Workers' evaluations of the 'ends' and the 'means': an examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, v. 55, n. 1, p. 23-40, 1993.
THOMPSON, C.; BEAUVAIS, L.; LYNESS, K. When work-family benefits are not enough: the influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, n. 54, p. 392-415, 1999.
VERGARA, S. C.; BRANCO, P. D. Empresa humanizada: a organização necessária e possível. Revista de Administração de Empresas, v. 41, n. 2, p. 21-30, 2001.

Datas de Publicação

Publicação nesta coleção
10 Fev 2011
Data do Fascículo
Set 2004

Histórico

Recebido
04 Nov 2003
Aceito
25 Maio 2004

This work is licensed under a Creative Commons Attribution 4.0 International License.

[1] ALLEN, N. J.; MEYER, J. P. The measurement and antecedents of affective, continuance, and normative commitments to the organization. Journal of Occupational Psychology, v. 63, n. 1, p. 1-8, 1990.

[2] ALLEN, N. J.; MEYER, J. P. Affective, continuance, and normative commitment to the organization: an examination of construct validity. Journal of Vocational Behavior, n. 49, p. 252-276, 1996.

[3] ALLEN, N. J.; MEYER, J. P. Construct validation in organizational behavior research: The case of organizational commitment. In: GOFFIN, R. D.; HELMES, E. (Eds.) Problems and Solutions in Human Assessment: Honoring Douglas N. Jackson at Seventy. Norwell, MA: Kluwer Academic, 2000. p. 285-314.

[4] BECKER, T. E. Foci and bases of commitment: are they distinctions worth making? Academy of Management Journal, v. 35, n. 1, p. 232-244, 1992.

[5] BOLON, D. S. Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment. Hospital e Health Services Administration, v. 42, n. 1, p. 221-241, 1997.

[6] BOWLES, M. The myth of management: direction and failure in contemporary organizations. Human Relations, v. 50, n. 7, p. 779-803, 1997.

[7] BURKE, M. J.; BORUCKI, C. C.; KAUFMAN, J. D. Contemporary perspectives on the study of psychological climate: a commentary. European Journal of Work and Organizational Psychology, v. 3, n. 1, p. 325-340, 2002.

[8] BURROUGHS, S. M.; EBY, L. T. Psychological sense of community at work: a measurement system and explanatory framework. Journal of Community Psychology, v. 26, n. 6, p. 509-532, 1998.

[9] BYRNE, B. M. Structural equation modeling with lisrel, prelis, and simplis. London: Lawrence Erlbaum, 1998.

[10] COOPER, C. L.; DEWE, P.; O'DRISCOLL, M. Organizational stress. A review and critique of theory, research and applications. London: Sage, 2001.

[11] DE GEUS, A. The living company. Harvard Business Review, v. 75, n. 2, p. 51-59, 1997a.

[12] DE GEUS, A. The living company: habits for survival in a turbulent business environment. Boston: Harvard Business School, 1997b.

[13] DEN DULK, L.; VAN DOORNE-HUISKES, A.; SCHIPPERS, J. Organizações "amigas da família": uma comparação internacional. Sociologia Problemas e Práticas, n. 29, p. 31-50, 1999.

[14] EUROPEAN COMMISSION. Guidance on work-related stress Luxembourg: European Communities, 1999.

[15] FINEGAN, J. E. The impact of person and organizational values on organizational commitment. Journal of Occupational and Organizational Psychology, v. 73, n. 2, p. 149-169, 2000.

[16] GANSTER, D. C.; MURPHY, L. Workplace interventions to prevent stress-related illness: Lessons from research and practice. In: COOPER, C. L.; LOCKE, E. A. (Eds.). Industrial and organizational psychology: linking theory with practice. Malden, MA: Blackwell, 2000. p. 34-50.

[17] GLICK, W. Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research. Academy of Management Review, v. 10, n. 3, p. 601-616, 1985.

[18] GRUNBERG, L.; ANDERSON-CONNOLLY, R.; GREENBERG, E. S. Surviving layoffs: the effects on organizational commitment and job performance. Work and Occupations, v. 27, n. 1, p. 7-31, 2000.

[19] HART, P. M.; COOPER, C. L. Occupational stress: toward a more integrated framework. In: ANDERSON, N.; ONES, D. S.; SINANGIL, H. K.; VISWESVARAN, C. (Eds.) Handbook of industrial, work and organizational psychology. London: Sage, 2001. p. 93-114.

[20] IVERSON, R. D.; BUTTIGIEG, D. M. Affective, normative and continuance commitment: can the 'right kind' of commitment be managed? Journal of Management Studies, v. 36, n. 3, p. 307-333, 1999.

[21] JONES, A. P.; JAMES, L. R. Psychological climate: dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, v. 23, n. 2, p. 201-250, 1979.

[22] KANUNGO, R. N.; MENDONCA, M. Ethical dimensions of leadership. Thousand Oaks, CA: Sage, 1996.

[23] KETS DE VRIES, M. F. R. Creating authentizotic organizations: well-functioning individuals in vibrant companies. Human Relations, v. 1, n. 54, p. 101-111, 2001.

[24] LEVERING, R.; MOSKOWITZ, M. The 100 Best Companies to Work for in America. New York: Doubleday, 1983.

[25] LEVERING, R.; MOSKOWITZ, M. The 100 best companies to work for in America. Fortune, v. 137 n. 1, p. 26-35, 1998.

[26] LEVERING, R.; MOSKOWITZ, M. 100 best companies to work for. Fortune, v. 147, n. 1, p. 41-43, 2003.

[27] MACKENZIE, S. B.; PODSAKOFF, P. M.; AHEARNE, M. Some possible antecedents and consequences of in-role and extra-role salesperson performance. Journal of Marketing, v. 62, n. 3, p. 87-98, 1998.

[28] MAIGNAN, I., FERRELL, O. C.; HULT, G. T. M. Corporate citizenship: cultural antecedents and business profits. Journal of the Academy of Marketing Science, v. 4, n. 27, p. 455-469, 1999.

[29] MCFARLIN, D. B. & SWEENEY, P. D. Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, v. 3, n. 35, p. 626-637, 1992.

[30] MEDEIROS, C. A.; ENDERS, W. T. Padrões de comprometimento organizacional e suas características pessoais: como são os comprometidos e os descomprometidos com as organizações. In: ENCONTRO ANUAL DA ASSOCIAÇÃO DOS PROGRAMAS DE PÓS-GRAADUAÇÃO EM ADMINISTRAÇÃO, 1998, Foz do Iguaçu, Anais... Foz do Iguaçu: Anpad, 1998. CD-ROM.

[31] MEYER, J. P. Organizational commitment. In: COOPER, C. L.; ROBERTSON, I. T. International Review of Industrial and Organizational Psychology, n. 12, p. 175-228, 1997.

[32] MEYER, J. P.; ALLEN, N. J. A three-component conceptualization of organization commitment. Human Resource Management Review, v. 1, n. 1, p. 61-98, 1991.

[33] MEYER, J. P.; ALLEN, N. J.; SMITH, C. A. Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, v. 4, n. 7, p. 538-551, 1993.

[34] MEYER, J. P.; HERSCOVITCH, L. Commitment in the workplace: toward a general model. Human Resource Management Review, v. 11, n. 3, p. 299326, 2001.

[35] MOORMAN, R. H.; NIEHOFF, B. P.; ORGAN, D. W. Treating employees fairly and organizational citizenship behavior: sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, v. 3, n. 6, p. 209-225, 1993.

[36] NUNNALLY, J. C. Psychometric theory. 2.ed. New York: McGraw-Hill, 1978.

[37] PAVULS, U. Exploratory factor analysis of organizational commitment in Eastern Europe. 2000. Trabalho apresentado ao XXVII International Congress of Psychology, Stockholm, Sweden, 2000. Não publicado.

[38] PODSAKOFF, P. M.; MACKENZIE, S. B.; BOMMER, W. H. Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citizenship behaviors. Journal of Management, v. 2, n. 22, p. 259-298, 1996.

[39] PODSAKOFF, P. M.; ORGAN, D. W. Self-reports in organizational research: problems and prospects. Journal of Management, v. 12, n. 4, p. 531- 544, 1986.

[40] RANDALL, M. L.; CROPANZANO, R.; BORMANN, C. A.; BIRJULIN, A. Organizational politics and organizational support as predictors of work attitudes, job performance, and organizational citizenship behavior. Journal of Organizational Behavior, n. 20, p. 159-174, 1999.

[41] REGO, A.; SOUTO, S. Comprometimento organizacional: um estudo lusobrasileiro sobre a importância da justiça. In: ENCONTRO ANUAL DA ASSOCIAÇÃO DOS PROGRAMAS DE PÓS-GRAADUAÇÃO EM ADMINISTRAÇÃO, 2002, Salvador, Anais... Salvador: Anpad, 2002. p. 22-25. CD-ROM.

[42] REGO, A. Comportamentos de cidadania organizacional: factor de competitividade e/ou engenharia social? In: Competitividade através das pessoas Lisboa: RH Editora, p.7-23, 2002a.

[43] REGO, A. Comportamentos de cidadania organizacional. Lisboa: McGrawHill, 2002b.

[44] REGO, A. Organizações autentizóticas: desenvolvimento e validação de um instrumento de medida. Relatório de pesquisa Universidade de Aveiro, Portugal, 2003. Não publicado.

[45] ROBINSON, S. L. Trust and breach of the psychological contract. Administrative Science Quarterly, v. 41, n. 4, p. 574-599, 1996.

[46] ROCHA, A. S. C.; BASTOS, A. V. Comprometimento do empregado e contextos organizacionais em mudança: o caso do Banco do Brasil. Revista de Ciências Humanas (CFH/UFSC), n. 5, p. 117-140, 2000.

[47] SCOTT, W. R. Organizations: Rational, natural, and open systems. 3. ed. Englewood Cliffs, NJ: Prentice Hall, 1992.

[48] SHORE, L. M.; WAYNE, S. J. Commitment and employee behavior: comparison of affective and continuance commitment with perceived organizational support. Journal of Applied Psychology, v. 78, n. 5, p. 774780, 1993.

[49] SWEENEY, P. D.; McFARLIN, D. B. Workers' evaluations of the 'ends' and the 'means': an examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, v. 55, n. 1, p. 23-40, 1993.

[50] THOMPSON, C.; BEAUVAIS, L.; LYNESS, K. When work-family benefits are not enough: the influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, n. 54, p. 392-415, 1999.

[51] VERGARA, S. C.; BRANCO, P. D. Empresa humanizada: a organização necessária e possível. Revista de Administração de Empresas, v. 41, n. 2, p. 21-30, 2001.