SciELO - Scientific Electronic Library Online

 
 númeroESP9Los derechos de herencia de los padres biológicos después del proceso de adopción es definitive e inapelable índice de autoresíndice de materiabúsqueda de artículos
Home Pagelista alfabética de revistas  

Servicios Personalizados

Revista

Articulo

Indicadores

Links relacionados

  • No hay articulos similaresSimilares en SciELO

Compartir


Millenium - Journal of Education, Technologies, and Health

versión impresa ISSN 0873-3015versión On-line ISSN 1647-662X

Resumen

CARVALHO, Sara; CARVALHO, Ana Branca  y  CUNHA, Madalena. Organizational commitment versus job satisfaction in the third sector. Mill [online]. 2021, n.esp9, pp.345-351.  Epub 07-Dic-2021. ISSN 0873-3015.  https://doi.org/10.29352/mill029e.25334.

Introduction:

Organizational commitment and job satisfaction are defined as issues of great interest in the management of human capital, as the evidence shows, they are strongly associated.

Objective:

To explain the association between organizational commitment and job satisfaction, as well as their relationship with personal and professional determinants.

Methods:

The case study of the institutional subtype, integrates an empirical approach of a descriptive-explanatory nature that investigates a current phenomenon in its real context, enabling its characterization. The non-probabilistic convenience sample comprised 42 female participants, being that 40.5% aged between 51 and 60 years. The following data instruments were recognized: Sociodemographic and Professional Characterization Questionnaire; Scale of Organizational Commitment, by Meyer and Allen (1997), Portuguese version by Nascimento (2012); Hackman and Oldham's Job Satisfaction Scale (1975), Portuguese version by Nascimento (2006).

Results:

Age was associated with organizational commitment, with participants aged 51-60 having higher scores, (greater commitment), in all dimensions. Contrarily, respondents aged 18-30 scored with lower attachments (less commitment), in the three dimensions. Age only significantly influences the normative dimension of organizational commitment. In turn, the affective component of organizational commitment predicts job satisfaction. Consequently, the stronger the individual's emotional connection with the organization, the greater their satisfaction with work.

Conclusion:

In line with other investigations, in the study carried out during the master's internship, it was found that organizational commitment determines job satisfaction, hence they are factors to consider in the management of human resources at the level of the third sector.

Palabras clave : third sector; organizational commitment; job satisfaction.

        · resumen en Español | Portugués     · texto en Portugués     · Portugués ( pdf )