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Título: I STAY BECAUSE I NEED: ORGANIZATIONAL ENTRENCHMENT AND JOB SATISFACTION FOR EMPLOYEES IN A BRAZILIAN ENERGY COMPANY
Autor: ANDREIA DE QUEIROS MEIRELES
Instituição: PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO - PUC-RIO
Colaborador(es):  ANA HELOISA DA COSTA LEMOS - ADVISOR
Nº do Conteudo: 29465
Catalogação:  22/03/2017 Idioma(s):  PORTUGUESE - BRAZIL
Tipo:  TEXT Subtipo:  THESIS
Natureza:  SCHOLARLY PUBLICATION
Nota:  Todos os dados constantes dos documentos são de inteira responsabilidade de seus autores. Os dados utilizados nas descrições dos documentos estão em conformidade com os sistemas da administração da PUC-Rio.
Referência [pt]:  https://www.maxwell.vrac.puc-rio.br/colecao.php?strSecao=resultado&nrSeq=29465@1
Referência [en]:  https://www.maxwell.vrac.puc-rio.br/colecao.php?strSecao=resultado&nrSeq=29465@2
Referência DOI:  https://doi.org/10.17771/PUCRio.acad.29465

Resumo:
The organizational world has undergone strong changes in recent decades and one of the most significant consequences resulting from this movement, perhaps, is the modification of the individual s bond with his work and with his organization. For a long time, it was considered that the employee committed to the organization would be one that wished to remain there for a long time. Subsequently it was noticed that having only employees willing to remain in the organization for a long period of time was not, in itself, sufficient anymore. It was necessary that this employee would be effectively committed with the organization s goals. However, not all employees who participate in an organization are in it because they actually want - some participate in the company s structure because they need it. The phenomenon through which employees remain in an organization not because they want to but because they need to is named organizational entrenchment. The present research aims to identify the existence of a correlation between the degree of organizational entrenchment and the degree of job satisfaction of employees in a public company in the energy sector, as well as if there would be some kind of differentiation with respect to the organizational entrenchment when different types of respondent groups are observed. In order to do that, a descriptive and quantitative research was conducted, with cross section, through a survey that used a self-administered questionnaire, based on scales already validated for both variables investigated (Siqueira, 2008; Rodrigues e Bastos, 2012), applied to 9280 employees. The results indicated a significant and positive correlation, although weak, between the variables organizational entrenchment and job satisfaction. Exploratory factor analysis of the data signaled a difference in the preponderance of the factors that influence the degree of entrenchment: a) for female and male employees; b) for both sexes, depending on the age and on whether the respondent was the main responsible for the family income or not; c) according to the time working in the company, particularly when the respondent has more than 20 years of work; d) according to whether the respondent was an engineer or an administrator. The research raised some further research opportunities related to the construct entrenchment. These investigations can generate relevant information to companies wishing to introduce people management mechanisms that may mitigate possible negative effects resulting from employees who find themselves entrenched in the organization.

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