Comprometimento e entrincheiramento com a organização: analisando as relações com as percepções de insegurança no trabalho, suporte organizacional e autoavaliação de empregabilidade entre trabalhadores bancários

Abstract

National financial institutions have been the focus of an intense process of productive reorganization, as proposed to adapt to the global capitalist model. Such actions, characterized by promoting liquidations and encouraging mergers and acquisitions among banks, may be responsible for weakening labor relations and leading to a redefinition of the operational profile of bank workers. In this regard, three phenomena arising from this movement in this sector stand out: a) intense unemployment; b) outsourcing and job precariousness; and c) work intensification. Consequently, the repercussions of the change in the work pattern affect the development of bonds between these workers and their employing financial institution. Therefore, this dissertation sought to characterize how commitment and entrenchment bonds with the organization are structured among bank workers and the potential impact of the variables perception of job insecurity, perception of organizational support, and self-assessment of employability. In terms of the sample, 124 bank employees responded to a survey distributed by snowball method, containing a set of psychometrically adequate scales for this sample. Moderation and cluster analyses were employed to investigate the dynamics of association between the model's variables. As a result, it was observed that the variables perception of organizational support and self-perception of employability were able to predict both entrenchment (PSOxOE – B=0.375, p<0.000/SPExOE – B=-0.641, p<0.000) and commitment (OSPxOC – B=0.594, p<0.000/SPExOC – B=-0.662, p<0.018). However, job insecurity only managed to moderate the relationship between self-perception of employability and entrenchment [SPE*JI(X*W) – B=0.270, p<0.002). Additionally, four clusters were found through the combination of various levels of commitment and entrenchment with demographic and occupational variables, which were named: 1) accommodation managers; 2) diligent opportunists; 3) transient bankers; and 4) contingent employees. Finally, it is concluded that job insecurity is a real phenomenon in the context of bank workers and requires further investigation into its impact on the articulation of organizational bonds.