Rodrigo Cunha da Silva

Generational perceptions and their influences on organizational commitment

Purpose – This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment. Design/methodology/approach – The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment. Findings – The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the...

A relação entre comunicação e comprometimento nas organizações

The main objective of this study is to explore the relationship between organizational and interpersonal communication, and the relationship between communication and commitment. We conducted a quantitative study, which was considered the perception of 800 employees of four distinct business segments, which do not hold management positions. Among the results, there is the finding of the influence of organizational communication on communication of the leaders and the communication between peers. While organizational communication influences commitment, leaders’ communication and colleagues’ communication do not have this potential influence.

Conditions for Service Climate in Brazilian Organizations

ABSTRACT This is a quantitative study designed with 374 corporate participants. Organizational climate was measured through 112,925 employees interviewed on their perception of the corporate participants, contemplating several organizational environment features, including customer service. In order to examine the conditions forming the organizational environment feature of customer service climate, the survey sought three factors linked to business management, namely: leadership, commitment, and organizational support. The relationship between the perception of leadership and service climate, commitment and organizational support is highlighted in the results.

Gestão de pessoas do Brasil em uma América Latina polarizada

This article provides an overview of human resource strategies employed by Brazilian companies in a polarized region of Latin America. Firstly, we highlighted the concerns of Brazilian managers in respect to the coming years, and to identify the current strategic approach of prominent companies in the Brazilian market. Secondly, we identified possible strategies for internationalization, particularly in the context of Latin America. The results of two surveys were used: one prospecting management trends by 2015 and another consisting of a sample of 541 companies that participate in a national survey in which HR managers answered a questionnaire. Among the results, it is noteworthy that the main issues of concern for Brazilian managers in the coming years. We found most the companies concerned with these challenges in the industries of information technology, iron and steel, and health services. Forty-nine of a total of 541 companies intend to internationalize, 17 of them towards Latin American. Their profile characterization allowed us to divide them into two groups: those focusing on the local needs of Latin American, and those looking to meet the expanding needs of Brazil or the country of their parent company.