Estratégia de comprometimento organizacional : o caso da coca-cola SABCO (Moçambique), S.A.R.L

Abstract

The study addresses organizational commitment as an important strategy within the organization that seeks a competitive edge in an environment of economic turmoil. With globalization, organizational managers have become concerned with this aspect, which has become a competitive advantage for any company, especially organizations, which depend on their people for their organization's success. To study this phenomenon, the model of three components of organizational commitment by meyer and allen (1991) was used, in which employees stay in the company because they want to, have an affective bond where the emotional nature that can unite individual and organization is highlighted, in function of meeting personal expectations and needs, and expressed through feelings of liking and wanting to strive for the organization. The instrumental nature of bonding emphasizes an assessment of the costs associated with leaving and therefore involves a calculation of gains and losses in the individual's exchanges with the organization. The basis of the normative bond refers to the introjection, by the individual, of the organization's values ​​and cultural standards, giving rise to the feeling of obligation to contribute to it. The results show that the workers of the studied organization (Coca-Cola sabco Mozambique) affective commitment predominates, that is, individuals identify with the organization and show strong signs of loyalty. The behavioral consequences arising from the affective focus correspond to extremely positive and strategic results for the company. Individuals who are more affectively committed and satisfied with their professional and family life are more likely to feel motivated, to contribute to the organization with lower turnover, lower absenteeism, high performance and superior organizational citizenship behaviors