“Não há bela sem senão”. A identificação organizacional, os comportamentos de dedicação ao trabalho e o conflito trabalho­‑família

 

Susana Tavares ¹

António Caetano ²

Sílvia Silva ²

 

Resumo: Este estudo pretendeu analisar a influência da identificação organizacional na percepção de conflito trabalho­‑família do indivíduo, testando o papel mediador da dedicação ao trabalho. Este trabalho é inovador, na medida em que, na literatura, não se conhecem estudos que, de uma forma geral, avaliem as consequências da identificação organizacional para o indivíduo e, particularmente, o seu impacto na percepção de conflito trabalho­‑família. Por forma a podermos estudar estas relações, elaborámos um questionário, o qual foi respondido por 128 membros de uma instituição de I & D portuguesa. Os dados foram analisados recorrendo­‑se a modelos de equações estruturais. Os resultados obtidos mostraram que quanto maior o nível de identificação organizacional de um indivíduo, mais este percepciona existir uma interferência do seu trabalho no desempenho adequado dos seus papéis na esfera familiar.

Os resultados sugerem ainda que este impacto da identificação organizacional no conflito trabalho­‑família se deve ao aumento dos comportamentos de dedicação ao trabalho, operacionalizada através do aumento das horas extra, exibidos pelos indivíduos altamente identificados com a organização.

Palavras­‑chave: identificação organizacional, dedicação ao trabalho, conflito trabalho­‑família.

 

“There’s no rose without a thorn”. Organisational identification, job dedication behaviours and work­‑to­‑family conflict

Abstract: The present study aims to analyse organizational identification’s impact on the perception of work­‑to­‑family conflict. We also test the mediating role of job dedication. This work is innovative since, to our knowledge, there is no empirical study in the literature that appraises the organizational identification consequences for the employee, namely in what concerns its impact on the perception of work­‑to­‑family conflict. In order to study these relationships, a survey was answered by 128 members of a Portuguese I & D institution. Data was analyzed with structural equation modeling. The obtained results showed that the higher the level of employee’s organizational identification, the more the job is perceived as interfering with the adequate performance of the individual’s roles in the family domain. Moreover, the results suggest that this impact of the identification on the work­‑to­‑family conflict perception is due to the enhancement of employee’s job dedication behaviors of high identifiers, operationalised as the increase in extra working hours.

Key‑words: organizational identification, job dedication, work­‑to­‑family conflict.

 

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¹  Instituto Superior das Ciências do Trabalho e da Empresa (ISCTE), Lisboa. A correspondência relativa a este artigo deverá ser endereçada a Susana Tavares, Instituto Superior das Ciências do Trabalho e da Empresa, ISCTE, Avenida das Forças Armadas, 1649­‑026 Lisbon, Portugal. O correio electrónico deverá ser enviado para: susana.tavares@iscte.pt

²  Instituto Superior das Ciências do Trabalho e da Empresa (ISCTE), Lisboa.