O escrutÃnio da literatura de comportamento organizacional revela que o comprometimento tem sido um dos temas mais investigados, além disso, as pesquisas revelam que
trabalhadores comprometidos tendem a faltar menos, apresentar desempenho superior.
O objetivo do presente trabalho é analisar a produção nacional sobre comprometimento
com a organização e com a carreira no perÃodo de 1996 a 2004. Para este exame, foram
considerados os periódicos de Administração e Psicologia melhor avaliados pela CAPES.
O comprometimento é um vÃnculo psicológico que caracteriza a relação do trabalhador
com um determinado objeto (organização, a carreira, o sindicato etc) e possui múltiplas
bases (afetiva, calculativa e normativa). Após a análise dos artigos, verificou-se que um
avanço importante na área é investigar mais de um foco, especialmente a organização e a
carreira, pois a literatura aponta que é possÃvel coexistirem elevados nÃveis de comprometimento com ambos os focos. Estes estudos se mostram relevantes na medida em que as
novas configurações do mundo do trabalho sinalizam que os trabalhadores tendem a se
envolver cada vez mais com sua carreira.
The literature of organizational behavior discloses that organizational commitment has attracted
considerable attention from academics and practitioners for decades and continued to be a
major focus of research, moreover, the interest in organizational commitment has been stimulated
largely by its demonstrated negative relation to turnover and absenteeism. According to the
three-component model of organizational commitment (Meyer and Allen, 1991) this construct
is defined as a psychological state, or mind-set, that increases the likelihood that an employee
will maintain membership in an organization. There are the affective commitment (desire to
remain), continuance commitment (perceived cost of leaving), and normative commitment
(perceived obligation to remain). Besides the organization, commitment can be characterizes
the relation of the worker with one determined object (the career, the union, team). The main
objective of this article is to present an overview of the scientific production of organizational
commitment and career commitment. The literature review was made based on scientific articles
published in Administration and Psychology magazines ranging from 1996 to 2004. After the
analysis of the articles we noticed a substantial increase in the scientific production the
organizational commitment but there is a paucity of research on career commitment. An
important advance in the area is to investigate the organizational and career commitment,
therefore literature points that it is possible to coexist high levels of both. By the end, we
present a research schedule in order to stimulate the increase in scientific studies regarding the
subjects and that may assist the practice within organizational context.
