Além do afetocomprometimento normativo como mecanismo de reciprocidade moral entre identificação organizacional e engajamento no trabalho

Resumo

Purpose:: This study examined the impact of organizational identification, trust in leadership, and organizational commitment as antecedents of work engagement. Methodology: A quantitative, cross-sectional study was conducted in a family-owned clothing manufacturing and retail company located in Belém, Brazil, with 161 employees from operational and managerial levels, distributed between the manufacturing unit and the stores. The statistical protocol included Pearson correlations, simple and multiple linear regressions, mean comparison tests, and mediation and moderation models with 5,000-resample bootstrapping, performed using Stata software. Findings: The results indicated that organizational identification was the most robust predictor of engagement (R² = 0.368), followed by trust in leadership (R² = 0.202) and overall commitment (R² = 0.096). The central finding is the substantial superiority of normative commitment over affective commitment in its correlation with engagement (r = 0.568 vs. r = 0.173), a difference confirmed by a dependent correlations comparison test (z = 9.888; p < 0.001), contradicting the hierarchy established by the classical literature. Normative commitment was confirmed as a partial mediator of the relationship between identification and engagement, with an indirect effect of 0.132 and a mediated proportion of 29.9%, operating as a moral reciprocity mechanism: the organization provides identity and belonging; the employee reciprocates with vigor and dedication. Trust in leadership did not moderate this relationship, indicating that institutional and interpersonal bonds operate as parallel and independent mechanisms in the formation of the employee's psychological state. Originality: The study innovates by testing the joint effect of institutional and interpersonal bonds within a regional family business management structure, revealing that organizational identification and the sense of moral duty may be more resilient drivers of engagement than individual affect or trust in immediate leadership. Contributions: As a theoretical contribution, the study demonstrates that normative commitment — traditionally considered the least predictive component of the three-component model — can play a central role in promoting engagement in family-owned and collectivist organizational contexts. The findings suggest that belonging, value congruence, and a sense of moral reciprocity constitute the most relevant mechanisms for sustaining vigor, dedication, and protection against burnout in this context. In practice, the results show that strengthening organizational identity is the highest-return lever for engagement, as it simultaneously activates the direct cognitive-identity bond and the sense of moral duty that sustains long-term dedication as a protective factor against professional exhaustion and burnout. Limitations: The main limitations of the study include the cross-sectional design — which precludes temporal causal inference —, the non-probabilistic sample concentrated in a single organization, the exclusive use of self-report measures, and the possible conceptual overlap between organizational identification and affective commitment, the implications of which for discriminant validity are discussed in the body of the work. Article Category: Master's Dissertation

Ficha do documento

Tipo

Dissertação

Ano

2026

Instituição

Fundação Getulio Vargas

Fonte

Repositório da FGV

Idioma

Português

Acesso

Acesso aberto

Identificador

oai:repositorio.fgv.br:10438/39832

Temas

Desenvolvimento RegionalAdministração Pública

Palavras-chave

Engajamento no trabalhoIdentificação organizacionalConfiança na liderançaComprometimento normativoVínculos organizacionaisComportamento organizacionalWork engagementOrganizational identificationTrust in leadershipNormative commitmentOrganizational bondsOrganizational behaviorAdministração públicaMotivação no trabalhoAdministração de pessoalBurnout (Psicologia)