Comparing attitudes of public servants and outsourced employees

Oliveira, Lucia B.; Costa, Elson Mário Toja Couto Monteiro da

doi:10.1108/RAUSP-07-2018-0049

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Sumário

Research Paper • RAUSP 54 (1) • Jan-Mar 2019 • https://doi.org/10.1108/RAUSP-07-2018-0049 copy

Comparing attitudes of public servants and outsourced employees

Authorship SCIMAGO INSTITUTIONS RANKINGS

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.

Keywords
Job satisfaction; Organizational commitment; Outsourcing; Turnover intention; Public management

Group	Population	Universe	Sample	Return (%)
Faculty members	905	664	115	17.3
TAEs	1,054	721	86	11.9
Outsourced workers	134	134	96	71.6
Total	2,093	1,519	297	19.6

Scale	Cronbach’s alpha	No. of items
Job satisfaction	0.894	15
Affective commitment	0.789	8
Normative commitment	0.753	6
Continuance commitment	0.760	9
Turnover intention	0.843	4

G1	G2	Average G1	Average G2	Difference (G1-G2)	Sig.
Outsourced	Faculty	3.74	3.38	0.36^*	0.001
Outsourced	TAE	3.74	3.38	0.36^*	0.002
TAE	Faculty	3.38	3.38	0.00	n.s.

Satisfaction items		Faculty	TAE	Outsourced
1	The opportunity to do different things	3.31	3.15	3.53
2	The way in which my superior/manager treats his/her subordinates	3.90	3.83	4.27
3	My superior/manager’s decision-making ability	3.78	3.62	4.27
4	Being able to do things that do not go against my conscience	3.92	3.85	3.81
5	Work stability	4.10	4.44	3.63
6	The chance to do things (work/help) for other people	3.87	4.15	4.11
7	The chance to make use of my abilities	3.63	3.42	3.88
8	The way the organization’s policies are put into practice	2.30	2.38	3.45
9	The relationship between my salary and the amount of work I do	2.55	2.95	3.34
10	The chances to make progress/advancing in my career	3.17	2.52	3.04
11	The opportunity to try my own work methods	3.78	3.40	3.60
12	The work conditions (infrastructure, materials, equipment, etc.).	1.98	2.32	3.41
13	The way my colleagues relate to each other	3.30	3.54	3.92
14	The compliments I receive for doing a good job	3.35	3.71	3.96
15	The feeling of accomplishment from doing my job	3.78	3.46	3.94

			Average	Difference
Item	G1	G2	G1	G2	(G1-G2)	Sig.
2	Outsourced	TAE	4.27	3.83	0.43	0.042
3	Outsourced	Faculty	4.27	3.78	0.48	0.006
		TAE		3.62	0.65	0.000
5	Faculty	TAE	4.10	4.44	−0.34	0.031
	Faculty	Outsourced	4.10	3.63	0.47	0.001
	TAE	Outsourced	4.44	3.63	0.81	0.000
7	Outsourced	TAE	3.88	3.42	0.46	0.022
8	Outsourced	Faculty	3.45	2.30	1.16	0.000
		TAE		2.38	1.07	0.000
9	Faculty	TAE	2.55	2.95	−0.40	0.033
		Outsourced		3.34	−0.79	0.000
10	TAE	Docente	2.52	3.17	−0.65	0.000
		Outsourced		3.04	−0.52	0.007
11	Faculty	TAE	3.78	3.40	0.38	0.025
12	Outsourced	Faculty	3.41	1.98	1.43	0.000
		TAE		2.32	1.09	0.000
13	Outsourced	Faculty	3.92	3.30	0.61	0.000
		TAE		3.54	0.38	0.036
14	Faculty	TAE	3.35	3.71	−0.37	0.050
		Outsourced		3.96	−0.61	0.000
15	Outsourced	TAE	3.94	3.46	0.47	0.009

	G1	G2	Average G1	Average G2	Difference (G1-G2)	Sig.
Affective commitment	Faculty	TAE	3.78	3.40	0.38^*	0.002
	Faculty	Outsourced	3.78	3.33	0.46^*	0.000
	TAE	Outsourced	3.40	3.33	0.08	n.s.
Normative commitment	Faculty	TAE	3.03	2.53	0.49^*	0.000
	Faculty	Outsourced	3.03	3.24	−0.22	n.s.
	TAE	Outsourced	2.53	3.24	−0.71^*	0.000
Continuance commitment	Faculty	TAE	2.60	3.06	−0.46^*	0.000
Faculty	Outsourced	2.60	3.21	−0.61^*	0.000
	TAE	Outsourced	3.06	3.21	−0.14	n.s.

G1	G2	Average G1	Average G2	Difference (G1-G2)	Sig.
Faculty	TAE	1.73	2.73	−1.00^*	0.000
Faculty	Outsourced	1.73	2.41	−0.68^*	0.000
TAE	Outsourced	2.73	2.41	0.32	0.095

Model	β	t	R ²	ΔR²
Model 1
Gender	0.022	0.18	0.158^***
Age	−0.037	−5.70^***
Organizational tenure	−0.004	−0.50
Model 2
Gender	0.099	0.86	0.304	146^***
Age	−0.034	−5.84^***
Organizational tenure	−0.014	−1.71
Job satisfaction	−0.615	−7.60^***
Model 3
Gender	0.099	0.96	0.457	0.153^***
Age	−0.022	−3.99^***
Organizational tenure	−0.004	−0.57
Job Satisfaction	−0.198	−2.29^*
Affective commitment	−0.521	−6.09^***
Normative commitment	−0.270	−3.83^***
Continuance commitment	0.080	1.14

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E-mail: rausp@usp.br

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[1] *Corresponding author Lucia B. Oliveira can be contacted at: luciaoliveira22@gmail.comAssociate editor: Renata Schirrmeister