Comprometimento e Clima Organizacional: um estudo com os servidores técnicos administrativos do Centro de Artes da UFPel

Abstract

From the mid-20th century onwards, organizations have been influenced by social, cultural, economic, and technological changes, resulting in an acceleration of the transformation process in their structures, working methods, and management approaches. Within this context, public organizations are included, which, due to their complex nature and significant representation in society, exhibit both positive and negative elements in the lives of their employees. Several studies assert that committed employees exert more effort, enhance productivity, and demonstrate greater efficiency. Equally important is the organizational atmosphere, as it impacts employee satisfaction, productivity, and motivation, among other aspects. Therefore, this study aims to analyze the relationship between organizational commitment and organizational climate in the opinion of technical administrative staff stationed at the Center for the Arts at the Federal University of Pelotas. For this purpose, a descriptive research with a quantitative approach was employed, using an online survey directed to active technical administrative staff at the Center, located in buildings 03 and 04 of the Porto Campus. The choice of the Center for the Arts is due to its having the highest number of employees at UFPel. The study utilized descriptive statistics to identify the degree of organizational commitment and organizational climate among employees, as well as correlation to determine if the two variables are related. The research results showed that employees take pride in working at UFPel. A high degree of affective commitment was found among CA employees, followed by a moderate instrumental commitment and a low normative commitment. Additionally, the organizational climate presented a moderate level, with notable dissatisfaction among employees regarding salaries, benefits, workload, lack of professional recognition, and institutional resource shortages. The study also demonstrated a moderate positive correlation between commitment and climate variables. It is recommended as an intervention proposal to the CA leadership that actions be implemented to help their technical administrative staff reduce dissatisfaction points and increase satisfaction levels related to organizational commitment and climate.