El interjuego entre el compromiso organizacional y los valores personales

Alicia Omar; Laura Paris; Juan Diego Vaamonde

doi:10.18682/pd.v9i0.406

Alicia Omar CONICET-UNR, Universidad Nacional de Rosario
Laura Paris Universidad Católica Argentina
Juan Diego Vaamonde Universidad Nacional de Rosario

DOI: https://doi.org/10.18682/pd.v9i0.406

Palabras clave: compromiso organizacional, colectivismo, individualismo, horizontal, vertical

Resumen

El estudio del compromiso organizacional (CO) está capturando la atención de gerentes e investigadores. Además de ser una de las alternativas más eficaces para la consecución de las metas organizacionales, la importancia del CO radica en su capacidad para influir en la eficiencia y el bienestar de los miembros de una organización. El objetivo del presente trabajo fue explorar las relaciones entre el CO y los valores individuales en una muestra de empleados argentinos. Los sujetos completaron una hoja de datos personales, la escala de Individualismo-Colectivismo (vertical y horizontal) y la de Compromiso Organizacional. La muestra total fue clasificada en 8 subgrupos, en función de la dicotomización por la mediana de las cuatro dimensiones axiológicas (IH: individualismo horizontal, IV: individualismo vertical, CH: colectivismo horizontal y CV: colectivismo vertical). Se seleccionaron los 4 subgrupos más representativos (N= 162), vale decir, los que exhibían altos puntajes en una de las cuatro dimensiones axiológicas y bajos en las restantes tres. En tales grupos se calcularon análisis de varianza simples, pruebas de comparación a posteriori y análisis de correlación entre las variables exploradas. Los resultados mostraron que: a) los colectivistas (CH ó CV), desarrollan mayor nivel de compromiso afectivo, mientras que los individualistas (IH ó IV), se vinculan con sus organizaciones a través del compromiso normativo y/o calculativo; b) las mujeres y los empleados con mayor antigüedad exhiben mayores niveles de compromiso afectivo y normativo; c) los más escolarizados, los que ocupan cargos gerenciales y los empleados de grandes empresas se sienten unidos a sus organizaciones a través del compromiso normativo, y d) el compromiso calculativo pareciera operar de modo diferente al afectivo y al normativo, desde el momento que no aparece vinculado con ninguna de las variables sociodemográficas exploradas. Se analizan las limitaciones del estudio y se proponen alternativas superadoras para futuras investigaciones en el área.

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