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O efeito mediador da autoeficácia na relação entre a inteligência emocional e o comprometimento organizacional
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Authors
Abstract(s)
O conceito de inteligência emocional tem-se demonstrado particularmente relevante no contexto organizacional, uma vez que se relaciona com os resultados organizacionais, estando na base do desenvolvimento de uma vantagem competitiva para as organizações. Assim sendo, para fazer frente à competitividade que caracteriza o atual mercado de trabalho, as organizações devem integrar líderes emocionalmente inteligentes que consigam gerar sentimentos positivos nas suas equipas, de modo a aumentar os níveis de comprometimento organizacional e satisfação laboral em prol do sucesso organizacional. Esta investigação insere-se nesta temática e procurou analisar em que medida o comprometimento organizacional dos colaboradores varia em função da sua perceção sobre os níveis de inteligência emocional dos seus superiores hierárquicos, tendo em consideração o papel mediador da autoeficácia dos colaboradores nessa relação. Além disso, também pretende avaliar o impacto do comprometimento organizacional na satisfação no trabalho e na intenção de turnover dos colaboradores, bem como o efeito da satisfação no trabalho na intenção de turnover. Para este efeito, foi realizado um inquérito por questionário, dirigido a atuais colaboradores de diversas empresas. Os resultados revelaram que é possível inferir que a perceção que os colaboradores têm sobre a inteligência emocional dos seus líderes tem uma relação com o seu comprometimento organizacional. Porém, não é possível encontrar uma relação entre ambos os construtos quando estão na presença da variável mediadora autoeficácia. Constata-se, ainda, que o comprometimento organizacional afetivo e o comprometimento organizacional normativo têm influência na satisfação laboral. No entanto, apenas o comprometimento organizacional afetivo apresentou ter uma relação com a intenção de turnover. Comprova-se, também, que a satisfação tem um impacto positivo na intenção de turnover. O modelo de investigação proposto é validado, pelo que este estudo se configura como um importante contributo académico, ao reforçar a importância do desenvolvimento da inteligência emocional nos líderes como uma estratégia para melhorar a satisfação e retenção dos colaboradores.
ABSTRACT: The concept of emotional intelligence has proven to be particularly relevant in the organizational context since it is related to organizational results and is at the basis of the development of a competitive advantage for organizations. Therefore, to cope with the competitiveness that characterizes the current job market, organizations must integrate emotionally intelligent leaders who are able to generate positive feelings in their teams, to increase levels of organizational commitment and job satisfaction for the sake of organizational success. This research sought to analyze the extent to which employees' organizational commitment varies depending on their perception of their superiors' levels of emotional intelligence, considering the mediating role of employees' self-efficacy in this relationship. It also aims to assess the impact of organizational commitment on job satisfaction and employee turnover intention, as well as the effect of job satisfaction on turnover intention. To this end, a questionnaire survey was carried out among current employees of various companies. The results showed that it is possible to infer that employees' perception of their leaders' emotional intelligence is related to their organizational commitment. However, it is not possible to find a relationship between both constructs when they are in the presence of the mediating variable self-efficacy. It was also found that affective organizational commitment and normative organizational commitment have an influence on job satisfaction. However, only affective organizational commitment was found to be related to turnover intention. It also shows that satisfaction has a positive impact on turnover intention. The proposed research model has been validated, and this study is therefore an important academic contribution, reinforcing the importance of developing emotional intelligence in leaders as a strategy for improving employee satisfaction and retention.
ABSTRACT: The concept of emotional intelligence has proven to be particularly relevant in the organizational context since it is related to organizational results and is at the basis of the development of a competitive advantage for organizations. Therefore, to cope with the competitiveness that characterizes the current job market, organizations must integrate emotionally intelligent leaders who are able to generate positive feelings in their teams, to increase levels of organizational commitment and job satisfaction for the sake of organizational success. This research sought to analyze the extent to which employees' organizational commitment varies depending on their perception of their superiors' levels of emotional intelligence, considering the mediating role of employees' self-efficacy in this relationship. It also aims to assess the impact of organizational commitment on job satisfaction and employee turnover intention, as well as the effect of job satisfaction on turnover intention. To this end, a questionnaire survey was carried out among current employees of various companies. The results showed that it is possible to infer that employees' perception of their leaders' emotional intelligence is related to their organizational commitment. However, it is not possible to find a relationship between both constructs when they are in the presence of the mediating variable self-efficacy. It was also found that affective organizational commitment and normative organizational commitment have an influence on job satisfaction. However, only affective organizational commitment was found to be related to turnover intention. It also shows that satisfaction has a positive impact on turnover intention. The proposed research model has been validated, and this study is therefore an important academic contribution, reinforcing the importance of developing emotional intelligence in leaders as a strategy for improving employee satisfaction and retention.
Description
Dissertação de Mestrado, Ciências Económicas e Empresariais, 14 de março de 2025, Universidade dos Açores.
Keywords
Autoeficácia Comprometimento organizacional Inteligência emocional Intenção de turnover Satisfação laboral
Pedagogical Context
Citation
Costa, Iúri Pedro Rodrigues. (2024). "O efeito mediador da autoeficácia na relação entre a inteligência emocional e o comprometimento organizacional". 69 p. (Dissertação de Mestrado em Ciências Económicas e Empresariais). Ponta Delgada: Universidade dos Açores, 2024. Disponível em http://hdl.handle.net/10400.3/8697