<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0873-3015</journal-id>
<journal-title><![CDATA[Millenium - Journal of Education, Technologies, and Health]]></journal-title>
<abbrev-journal-title><![CDATA[Mill]]></abbrev-journal-title>
<issn>0873-3015</issn>
<publisher>
<publisher-name><![CDATA[Instituto Politécnico de Viseu (IPV)]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0873-30152021000400345</article-id>
<article-id pub-id-type="doi">10.29352/mill029e.25334</article-id>
<title-group>
<article-title xml:lang="pt"><![CDATA[Comprometimento organizacional versus satisfação laboral no terceiro setor]]></article-title>
<article-title xml:lang="en"><![CDATA[Organizational commitment versus job satisfaction in the third sector]]></article-title>
<article-title xml:lang="es"><![CDATA[Compromiso organizacional versus satisfacción laboral en el tercer sector]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Carvalho]]></surname>
<given-names><![CDATA[Sara]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Carvalho]]></surname>
<given-names><![CDATA[Ana Branca]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Cunha]]></surname>
<given-names><![CDATA[Madalena]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="Aaf"/>
<xref ref-type="aff" rid="A a"/>
<xref ref-type="aff" rid="A4 "/>
<xref ref-type="aff" rid="Af5"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Instituto Politécnico de Viseu Escola Superior de Tecnologia e Gestão de Lamego ]]></institution>
<addr-line><![CDATA[Lamego ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Instituto Politécnico de Viseu Escola Superior de Saúde ]]></institution>
<addr-line><![CDATA[Viseu ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,SIGMA - Phi Xi Chapter  ]]></institution>
<addr-line><![CDATA[Coimbra ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidade do Minho Centro de Investigação em Estudos da Criança ]]></institution>
<addr-line><![CDATA[Braga ]]></addr-line>
<country>Portugal</country>
</aff>
<aff id="Af5">
<institution><![CDATA[,ESEnfC- The Health Sciences Research Unit: Nursing  ]]></institution>
<addr-line><![CDATA[Coimbra ]]></addr-line>
<country>Portugal</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2021</year>
</pub-date>
<numero>esp9</numero>
<fpage>345</fpage>
<lpage>351</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S0873-30152021000400345&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S0873-30152021000400345&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S0873-30152021000400345&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo  Introdução:  O comprometimento organizacional e a satisfação laboral constituem problemáticas de grande interesse na gestão do capital humano, porquanto as evidências atuais mostram que se encontram fortemente associadas.  Objetivo: Explicar a associação do comprometimento organizacional com a satisfação laboral, bem como a relação destes com os determinantes pessoais e profissionais.  Método:  O estudo de caso do subtipo institucional, integra uma abordagem empírica de natureza descritiva-explicativa que investiga um fenómeno atual no seu contexto real, possibilitando a sua caracterização. A amostra não probabilística de conveniência, integrou 42 participantes do género feminino, sendo que 40,5% têm idades entre os 51 e os 60 anos. Foram aplicados os seguintes instrumentos de recolha de dados: Questionário de Dados Sociodemográficos e de Caracterização Profissional; Escala de Comprometimento Organizacional, de Meyer e Allen (1997), versão portuguesa de Nascimento (2012); Escala de Satisfação Laboral de Hackman e Oldham (1975), versão portuguesa de Nascimento (2006).  Resultados: A idade associou-se com o comprometimento organizacional, sendo que os participantes com 51-60 anos pontuaram com scores mais altos, (maior comprometimento), em todas as dimensões. Contrariamente, os inquiridos com 18-30 anos pontuaram com scores mais baixos (menor comprometimento), nas três dimensões. A idade apenas influencia significativamente a dimensão normativa do comprometimento organizacional. Por sua vez, a componente afetiva do comprometimento organizacional prediz a satisfação laboral, isto é, quanto mais forte é a ligação emocional do indivíduo com a organização, maior será a sua satisfação com o trabalho.  Conclusão: Em concordância com outras investigações, apurou-se que o comprometimento organizacional determina a satisfação laboral, daí serem fatores a considerar na gestão de recursos humanos ao nível do terceiro setor.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  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.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción:  El compromiso organizacional y la satisfacción laboral son temas de gran interés en la gestión del capital humano, ya que la evidencia actual muestra que están fuertemente asociados.  Objetivo:  Explicar la asociación entre el compromiso organizacional y la satisfacción laboral, así como su relación con los determinantes personales y profesionales.  Método:  El estudio de caso del subtipo institucional, integra un enfoque empírico de carácter descriptivo-explicativo que investiga un fenómeno actual en su contexto real, posibilitando su caracterización. La muestra de conveniencia no probabilística estuvo compuesta por 42 mujeres participantes, de las cuales el 40,5% tiene entre 51 y 60 años. Se aplicaron los siguientes instrumentos de recolección de datos: Cuestionario de Caracterización Sociodemográfica y Profesional; Escala de Compromiso Organizacional, de Meyer y Allen (1997), versión portuguesa de Nascimento (2012); Escala de satisfacción laboral de Hackman y Oldham (1975), versión portuguesa de Nascimento (2006).  Resultados:  La edad se asoció con el compromiso organizacional, siendo los participantes de 51 a 60 años los que obtuvieron puntajes más altos (mayor compromiso), en todas las dimensiones. Por el contrario, los encuestados de entre 18 y 30 años obtuvieron puntuaciones más bajas (menos compromiso) en las tres dimensiones. La edad solo influye significativamente en la dimensión normativa del compromiso organizacional. A su vez, el componente afectivo del compromiso organizacional predice la satisfacción laboral, es decir, cuanto más fuerte es la conexión emocional del individuo con la organización, mayor es su satisfacción con el trabajo.  Conclusión:  En línea con otras investigaciones, se encontró que el compromiso organizacional determina la satisfacción laboral, de ahí que sean factores a considerar en la gestión de recursos humanos a nivel del tercer sector.]]></p></abstract>
<kwd-group>
<kwd lng="pt"><![CDATA[terceiro setor]]></kwd>
<kwd lng="pt"><![CDATA[comprometimento organizacional]]></kwd>
<kwd lng="pt"><![CDATA[satisfação laboral]]></kwd>
<kwd lng="en"><![CDATA[third sector]]></kwd>
<kwd lng="en"><![CDATA[organizational commitment]]></kwd>
<kwd lng="en"><![CDATA[job satisfaction]]></kwd>
<kwd lng="es"><![CDATA[tercer sector]]></kwd>
<kwd lng="es"><![CDATA[compromiso organizacional]]></kwd>
<kwd lng="es"><![CDATA[Satisfacción laboral]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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