Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos.
Resumen
Se desarrolló un cuestionario de medición del compromiso en su dimensión normativa, fundamentada en la reciprocidad y responsabilidad como valor hacia el trabajo en donde se estableció un vínculo hacia la organización basado en la lealtad de los trabajadores. Un banco inicial de 30 ítems, construidos y revisados con criterios rigurosos, se aplicaron a una muestra de 298 trabajadores de una cadena de tiendas departamentales (168 Mujeres, 56.4%; 130 Hombres), con edades comprendidas entre 18 y 65 años (M = 32.5 años, DT = 9.6 y escolaridad Bachillerato (199, 66.8%). La antigüedad en la empresa abarca entre 1 y 34 años (M = 4.4 años, DT = 5.7). Mediante análisis factorial exploratorio se identificaron dos factores con 28 ítems que explican el 45.1 % de varianza: el primero denominado lealtad-reciprocidad; y el segundo cumplimiento-responsabilidad. El análisis de fiabilidad indicó una adecuada consistencia interna, α = .925 y .912. La validez concurrente se comprobó mediante correlación de Pearson con el Cuestionario de Compromiso Organizacional y Escala de Valores Hacia el Trabajo. Los resultados obtenidos indicaron que las dimensiones del Cuestionario de Compromiso Organizacional Normativo puede ser una opción para valorar este constructo.
Descargas
-
Resumen1642
-
PDF 1222
-
Sin título9
Citas
Allen, N.J. (2003). Examining organizational commitment in China. Journal of Vocational Behavior, 62, 511-515. Doi: 10.1016/S0001-8791(02)00065-9
Allen, N. J., y Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1−18.
Arciniega, L. M., y González, L. (2000). Desarrollo y validación de la escala de valores hacia el trabajo EVAT 30. [Development and validation of the work values scale EVAT 30]. Revista de Psicología Social, 15, 281-296.
Arciniega, L. M., y González, L. (2006). What is the influence of work values relative to other variables in the development of organizational commitment? Revista de Psicología Social, 21(1), 35-50.
Arciniega, L. M., y González, L. (2012). Explorando los flancos de la lealtad: Análisis de la estructura y significado de la dimensión normativa del compromiso organizacional. [Exploring the flanks of loyalty: Analyzing the structure and meaning of the normative dimension of organizational commitment]. Revista de Psicología Social, 27, 273-85. Doi: 10.1174/021347412802845568
Ato, M., López-García, J., y Benavente, A. (2013). Un sistema de clasificación de los diseños de investigación en psicología. [A classification system for research designs in psychology]. Anales de Psicología, 29, 1038-1059. Doi: http://dx.doi.org/10.6018/analesps.29.3.178511
Becker, H. P. (1956). Man in reciprocity. New York: Praeger.
Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32−40.
Bergman, M. E. (2006). The relationship between affective and normative commitment: Review and research agenda. Journal of Organizational Behavior, 27, 645−663. Doi: 10.1002/job.372
Betanzos-Díaz, N., Andrade-Palos, P. y Paz-Rodríguez, F. (2006). Compromiso organizacional en una muestra de trabajadores mexicanos. [Dimensions of organizational commitment among mexican workers]. Revista de Psicología del Trabajo y de las Organizaciones, 22(1), 25-43.
Betanzos-Díaz, N y Paz-Rodríguez F. (2007). Análisis Psicométrico del Compromiso Organizacional como variable actitudinal. [Psychometric Analysis on Organizational Commitment as attitudinal variable]. Anales de Psicología, 23(2), 207-215.
Bowie, N. E. (1982). Business Ethics. Englewood Cliffs, NJ: Prentice-Hall.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in works organizations. Administrative Science Quarterly, 19, 533-546.
Chen, Z. X., y Francesco, A. M. (2003). The relationship between the three components of commitment and employee performance in China. Journal of Vocational Behavior, 62, 490-510. Doi: 10.1016/S0001-8791(02)00064-7
Cheng, Y., y Stockdale, M. S. (2003). The validity of the three-component model of organizational commitment in a Chinese context. Journal of Vocational Behavior, 62, 465-489. Doi:10.1016/S0001-8791(02)00063-5
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review, 17, 336−354. Doi: 10.1016/j.hrmr.2007.05.001
Cook, J., y Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, 39-52.
Cooper-Hakim, A., y Viswesvaran, C. (2005). The construct of work commitment: Testing an integrative framework. Psychological Bulletin, 131, 241-59. http://dx.doi.org/10.1037/0033-2909.131.2.241
Culpepper, R. A. (2000). A test of revised scales for the Meyer and Allen (1991) three-component commitment construct. Educational and Psychological Measurement, 60 (4), 604-616. Doi: 10.1177/00131640021970754
DeCottis, T. A., y Summers, T. P. (1987). A path analysis of a model of the antecedents and consequences of organizational commitment. Human Relations, 40, 445-470.
Einsemberg, R., Armeli, S., Rexwinkel, B., Lynch, P., y Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51. Doi: 10.1037//0021-9010.86.1.42
Ferrando, P. J. y Lorenzo-Seva, U. (2013). Unrestricted item factor analysis and some relations with item response theory. Technical Report. Department of Psy- chology, Universitat Rovira i Virgili. Retrieved from http://psico.fcep.urv.cat/utilitats/factor/
Ferrando, P. J., y Lorenzo-Seva, U. (2014). El análisis factorial exploratorio de los ítems: algunas consideraciones adicionales. [Exploratory item factor analysis: Some additional considerations]. Anales de Psicología, 30, 1170-1175. Doi: http://dx.doi.org/10.6018/analesps.30.3.199991
Ferris, K.R., y Aranya, M. (1983). A comparison of two organizational commitment scales. Personnel Psychology, 36, 87-97.
González, T. F., y Guillén, M. (2008). Organizational commitment: A proposal for a wider ethical conceptualization of “normative commitment”. Journal of Business Ethics, 78, 401−414. Doi: 10.1007/s10551-006-9333-9
Gouldner, A. W. (1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25(2), 161-178.
Hair, J., Anderson, R., Tatham, R., y Black, W. (1998). Multivariate data analysis. (5th ed.). London: Prentice-Hall International.
Jaros, S. J. (1997). An assessment of Meyer and Allen’s (1991) three-component model of organizational commitment and turnover intentions. Journal of Vocational Behavior, 51, 319–337. Doi:10.1006/jvbe.1995.1553
Jaros, S. J. (2007). Measurement issues in the Meyer and Allen model of organizational commitment. ICFAI Journal of Organizational Behavior, 6(4), 7-25.
Jaros, S. J. (2013). Two Faces of normative commitment? An analysis of the evidence. Proceedings of the Southwest Academy of Management Meetings, USA, 80-92.
Jaros, S., Jermier, J., Koehler, J. y Sincich, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation models. Academy of Management Journal, 35: 951-996. Doi: 10.2307/256642
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33 (4), 499-517.
Kerlinger, F., y Lee, H. (2001). Investigación del comportamiento. Métodos de investigación en ciencias sociales. México: Mc Graw Hill.
Kondratuk, T. B., Hausdorf, P. A., Korabik, K., y Hazel, M. R. (2004). Linking career mobility with corporate loyalty: How does job change relate to organizational commitment? Journal of Vocational Behavior, 65 (2), 332−349. Doi:10.1016/j.jvb.2003.08.004
Lorenzo-Seva, U., y Ferrando, P. J. (2006). FACTOR: A computer program to fit the exploratory factor analysis model. Behavioral Research Methods, Instruments and Computers, 38(1), 88-91.
Lloret-Segura, S., Ferreres-Traver, A., Hernández-Baeza, A. y Tomás-Marco, I. (2014). El análisis factorial exploratorio de los items:una guía práctica, revisada y actualizada. [Exploratory item factor analysis: A practical guide revised and updated]. Anales de Psicología, 30, 1151-1169.
Mathieu, J. E. y Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194. Doi: 10.1037/0033-2909.108.2.171
Meyer, J. P., Allen, N. J., y Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78, 538−551. Doi: 10.1037/0021-9010.78.4.538
Meyer, J. P., y Herscovitch, L. (2001). Commitment in the workplace: Toward the general model. Human Resource Management Review, 11, 299−326.
Meyer, J. P., y Parfyonova, N. M. (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human Resource Management Review, 20, 283-294. Doi: 10.1016/j.hrmr.2009.09.001
Meyer, J. P., Stanley, D. J., Herscovitch, L., y Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20−52. Doi:10.1006/jvbe.2001.1842
Meyer, J. P., Stanley, L. J., y Parfyonova, N. M. (2012) Employee commitment in context: The nature and implication of commitment profiles, Journal of Vocational Behavior, 80(1), 1-16. Doi: 10.1016/j.jvb.2011.09.005
Meyer, J. P., y Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 64−89. Doi: 10.1016/1053-4822(91)90011-Z
Moreno, R., Martínez, R. J. y Muñiz, J. (2004). Directrices para la construcción de ítems de elección múltiple. [Guidelines for the construction of multiple choice test items]. Psicothema, 16(3), 490-497.
Morrow, P. C. (1983). Redundancy in organizational research: The case of work commitment. The Academy of Management Review, 8(3), 486-500.
Morrow, P. C. (1993). The theory and measurement of work commitment. Greenwich, CT: JAI Press.
Mowday, R.T., Porter, L.W., y Steers, R.M. (1982). Employee-organization linkages. The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Mowday, R. T. (1998). Reflections on the study and relevance of organizational commitment. Human Resource Management Review, 8(4), 387−401.
Nunnally, J. C. y Bernstein, I. H. (1995). Teoría psicométrica. México: McGraw-Hill.
O´Reilly, C. A., y Chatman, J. A. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71, 492-499.
Porter, L.W., Crampon, W.J., y Smith F. J. (1976). Organizational commitment and managerial turnover: A longitudinal study. Organizational Behavior and human performance, 15, 87-98.
Porter, L.W., Steers, R.M., Mowday, R.T. y Boulian, P.V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
Reichers, A.E. (1985). A review and reconceptualization of organizational commitment. Academy of management review, 10, 465-476.
Settoon, R. P., Bennett, N., y Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader-member exchange, and employee reciprocity. Journal of Applied Psychology, 81, 219-227.
Somers, M. J. (2010). Patterns of attachment to organizations: Commitment profiles and work outcomes. Journal of Occupational and Organizational Psychology, 83, 443-453. Doi:10.1348/096317909X424060
Swailes S. (2002). Organizational Commitment: a critique of the construct and measures. International Journal of Management Reviews. 4(2), 155-178. Doi: 10.1111/1468-2370.00082
Vardi, Y. y Wiener, Y. (1996) Misbehavior in Organizations: A Motivational Framework. Organization Science, 7(2), 151-165.
Wasti, S. A. (2005). Commitment profiles: Combinations of organizational commitment forms and job outcomes. Journal of Vocational Behavior, 67, 290–308. Doi:10.1016/j.jvb.2004.07.002
Wiener, Y., y Gechman, A.S. (1977). Commitment: A behavioral approach to job involvement. Journal of Vocational Behavior, 10, 47-52.
Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7, 418−428.
Yao, X., y Wang, L. (2006). The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective. The International Journal of Human Resource Management. 17 (6), 1058- 1075. Doi:10.1080/09585190600696671
Sobre Derechos de autor y Licencias, más detalles aquí.
