Organizational Entrenchment Research Articles

Os caminhos do entrincheiramento no serviço público: uma análise longitudinal em multigrupos

Abstract Little more than a decade separates this research from the first academic proposition of organizational entrenchment. To date, no longitudinal research has been carried out despite the recognized importance of this method for enriching studies in the behavioral field. This research aimed to identify characteristics of organizational entrenchment among civil servants at federal educational institutions in Brazil based on a longitudinal assessment of latent profiles. A quantitative and longitudinal survey was carried out with 1060 participants in the first collection. Descriptive analysis, comparison of means, and latent transition analysis were carried out. The civil servants in the sample showed low levels of entrenchment. Among the main findings are the stability of the profiles formed by the civil servants and the higher averages found in the dimensions of adjustments to social position and impersonal bureaucratic arrangements, reinforcing some cross-sectional theoretical findings. The results help to guide managers on the importance of internal factors for the entrenchment of civil servants and how attention to the items in the dimension of adjustments to social position can favor working with this bond. This research found that, over time, entrenchment is a stable bond.

The effects of organizational entrenchment on unethical behaviour

The effects of organizational entrenchment on unethical behaviour

Collective deviance: Scaling up subjective group dynamics to superordinate categories reveals a deviant ingroup protection effect.

Six experiments examined responses to groups whose attitudes deviated from wider social norms about asylum and immigration (in the United Kingdom), or about taxation levels (in the U.S.). Subjective group dynamics (SGD) theory states that people derogate in-group individuals who deviate from prescriptive in-group norms. This enables members to sustain the subjective validity of those norms and, hence, a positive social identity. Research also shows that in-group deviants who accentuate the difference between the in-group and out-group norm (e.g., extremists) are derogated less than deviants who attenuate that difference (e.g., a member who veers toward the outgroup's norm; Abrams et al., 2000). We hypothesize that these effects and the associated group dynamics should scale up when people evaluate deviant groups that are part of larger in-categories. Consistent with SGD theory, participants in Experiments 1, 2, and 3 derogated an in-category attenuating deviant group and upgraded an out-category attenuating deviant group relative to groups that consolidated or accentuated the respective norms of those categories-thereby reinforcing in-category norms relative to out-category norms. Across all experiments, this pattern of differential evaluation was associated with greater subjective validity of the in-category norm. We also hypothesized a novel Deviant Ingroup Protection (DIP) effect, wherein people should curtail derogation of an in-category deviant group when that group is their own. Consistent with this hypothesis, participants in Experiments 4, 5, and 6 evaluated an accentuating in-group, or an attenuating in-group, equally to or more positively than other in-category groups. Implications for political and organizational entrenchment are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Indicators of scientific publications on entrenchment:

The aim of this paper is to carry out a bibliometric analysis of the literature on organizational entrenchment in the SPELL database between 2011 and 2020. Our methodology is descriptive, quantitative-qualitative, and the data are analyzed using bibliometrics. 32 articles were identified, submitted to selection and analysis criteria. The research identified a variation on the professional profile of its participants, featuring civil servants with a higher percentage. Methodological characteristics that stand out include the empirical nature, the quantitative approach, the use of questionnaires, multivariate data analysis, and studies in an organization. These results contribute to expand knowledge by allowing a broader view and analysis of the literature by indicating the main authors, journals, participating workers, and methodological aspects used.

Commitment or entrenchment? Convergent and discriminant validation of affective and continuance dimensions of the three-component model

PurposeIs it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors’ aim was to compare two models of antecedents and their consequences: the model that includes OE and AC, and the one that includes CC and AC.Design/methodology/approachAn extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC).FindingsAs expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or non-significant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment.Research limitations/implicationsThe fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011).Practical implicationsThe practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices.Social implicationsThe clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities.Originality/valueIt is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment.

Influence of support transfer of training on the organizational commitment and organizational entrenchment links

PurposeThis research aimed to analyze the influence of Support for Transfer of Training on the links of Organizational Commitment and Organizational Entrenchment.Design/methodology/approachA descriptive research of a quantitative nature was carried out. Participated in the survey 392 civil servants from a Public Higher Education Institution.Findings The results showed that a greater perception of Support for the Transfer of Training by workers increases their levels of Affective Commitment, which results in a series of behaviors favorable to better organizational performance. The relationship between Training Transfer Support and Organizational Entrenchment has not been demonstrated. This fact shows that when analyzing the Support for Transfer of Training, the worker, even associating such benefit with an exchange reasoning (of losses and gains) does not change his Entrenchment link.Originality/valueThe evidence demonstrates that investments in Training Transfer Support by organizations produce a desire for permanence and affection centered on the achievement of organizational goals and objectives.

The Meaning of Work and the Future bond with the Employee Organization.

The present study examines the association between the meaning of work attributed by employer before joining the organization and the ties (Organizational Commitment, Organizational Entrenchment and Organizational Consent) formed after months of work. It also analyzes the variability of the meaning of work, seeking to know the factors that influence it. For this, a longitudinal study was carried out with workers of different organizations, before their entry in contracting organization, applying a questionnaire containing measures previously validated for the brazilian context. A new data collect was made nine months after the entry. The main results revealed that work is one of the main spheres of life of the individual, being surpassed only by the family. It was found that the meaning of work is a significant element in predicting the future bond established between the individual entering the labor market and the contracting organization.

Human Capital Flow: Investigating Employee Movement Into and Out of Organizations

This symposium includes five papers that showcase the broadening range of research on human capital flow, or overall employee movement into and out of organizations (Call et al; 2015; Nyberg & Ployhart, 2013; Reilly et al., 2014). The first two papers incorporate employee inflow, looking at specific groups of employees entering the organization as well as how staffing models, corporate culture, and reputational crises influence hiring rates and job openings. The next two papers address employee outflow, investigating predictors of turnover intentions and how organizations can manage offboarding and employee exit. The final paper examines how inflow practices influence outflow destination. Taken together, the papers in this symposium use a variety of methods including theoretical development, quantitative analysis, and qualitative analysis to reflect the importance of understanding antecedents and outcomes associated with human capital flow. Refugee Entry into Organizations: Understanding Divergent Staffing Models and Onboarding Presenter: Vickie Coleman Gallagher; Department of Management, Cleveland State U. Presenter: Karen Dunwoodie; Deakin U. Presenter: Tracy Hopkins Porter; Cleveland State U. Reputation Disrupted: Organizational Crises Impact on Collective Human Capital Flow Presenter: Natalia Lorinkova; Georgetown U. Presenter: Erin E. Makarius; U. of Akron Presenter: Charles Edward Stevens; Lehigh U. Presenter: Debmalya Mukherjee; U. of Akron Organizational Entrenchment: An Examination of its Unique Value in Understanding Turnover Intentions Presenter: Ana Carolina De Aguiar Rodrigues; U. of Sao Paulo (FEA/USP) Presenter: Howard Klein; Ohio State U. Presenter: Yuhan Zhan; Ohio State U. You Say Goodbye, I Say Hello: A Proactive Approach to Employee Offboarding and Organizational Exit Presenter: Alison M. Dachner; John Carroll U. Presenter: Erin E. Makarius; U. of Akron Who Comes, Who Leaves and Where To: How Hiring Source Affects Leavers’ Destinations Presenter: Huimiao Zheng; - Presenter: Rhett Andrew Brymer; U. of Cincinnati

Delimiting the concept of organizational commitment: empirical evidence of the overlap between the entrenchment and the continuance mindset

Abstract In the research agenda on organizational commitment, the three-dimensional model of Meyer and Allen is still extensively used, despite the fact that it has been the focus of discussions about conceptual and empirical problems, especially those related to one of its dimensions (continuance commitment). This study introduces to the existing debate the concept of organizational entrenchment, as the worker's tendency to remain due to his evaluation of his employability, his employment alternatives outside the organization, and the costs associated with leaving the company. In the career field, researchers found evidence of overlap between entrenchment and continuance commitment. In this study, we aimed to test the hypothesis of overlap between these constructs within the organizational target, using structural equation modeling. The sample consisted of 721 workers from different organizations and states in Brazil. We used SPSS 13.0 and AMOS 16.0 software. The two covariance models, both with good fit indices, provided evidence of overlap. In spite of the fact that the hypothesis was confirmed, we recommend further studies aimed at gathering additional empirical indicators showing that the continuance component represents the same phenomenon as organizational entrenchment, justifying its detachment from the concept of commitment.

Existem relações entre qualidade de vida no trabalho, comprometimento organizacional e entrincheiramento organizacional?

Uma vez reconhecendo-se a participação substancial do trabalhador no resultado organizacional, evidencia-se que a percepção acerca de diversos aspectos organizacionais pode influenciar e ser influenciada pelo tipo de vínculo que o trabalhador desenvolve com a organização. Nesse contexto, o presente estudo objetiva analisar as possíveis relações que podem se estabelecer entre a Qualidade de Vida no Trabalho e os vínculos Comprometimento e Entrincheiramento Organizacional. Para tanto, foi realizada uma pesquisa quantitativa e explicativa, cujo questionário foi composto por três escalas validadas, cada uma relacionada a um dos construtos investigados. A partir de uma amostra de 187 trabalhadores, os dados foram analisados a partir de Regressões Múltiplas. Os resultados confirmaram algumas hipóteses testadas e contribuiram para refletir sobre a importância da organização para o vínculo que o trabalhador desenvolve com a organização, bem como esses vínculos podem contribuir para a percepção acerca das práticas e posicionamentos organizacionais.

Os valores relativos ao trabalho e o entrincheiramento organizacional dos servidores de uma universidade pública

Este estudo tem como objetivo analisar a relação entre os valores relativos ao trabalho e o entrincheiramento organizacional dos servidores de uma universidade pública. Adicionalmente, pretende-se comparar os valores relativos ao trabalho e o entrincheiramento organizacional entre os docentes e os técnicos administrativos. Diante disso, tem-se uma pesquisa quantitativa, de natureza descritiva, junto a 384 servidores de uma universidade pública, em que foram adotadas duas escalas previamente validadas: a Escala Revisada de Valores Relativos ao Trabalho, de Porto e Pilati (2010); e a Escala de Entrincheiramento Organizacional, de Rodrigues e Bastos (2012). Para o tratamento dos dados, utilizou-se a estatística descritiva, inferencial (teste t e teste de Mann-Whitney) e a correlação de Spearman. Os resultados indicam que existem relações positivas entre ajustamento à posição social e realização; entre arranjos burocráticos impessoais e universalismo e benevolência; e entre limitação de alternativas e conformidade; e relações negativas entre arranjos burocráticos impessoais e segurança; e entre limitação de alternativas e segurança. De modo geral, os técnicos administrativos sentem mais restrições a empregabilidade do que os docentes, e estes, por sua vez, priorizam mais autoridade, riqueza, reconhecimento social e autoridade, ao compará-los com os técnicos administrativo.

As relações entre as práticas de gestão de pessoas e o desenvolvimento de vínculos com a organização: um estudo em uma empresa de contabilidade

The objective of this article is to investigate the relationships between the organizational commitment (RODRIGUES; BASTOS, 2011) and the employees' organizational entrenchment (RODRIGUES, 2009), human resources practices and agency-community models of people management (ROUSSEAU; ARTHUR, 1999) adopted. For this aim, 107 questionnaires were applied to an accounting firm located in the city of Salvador, Bahia. It´s a quantitative study based on descriptive and correlational analyzes. High scores were identified regarding commitment, people management practices and the agency-community people management model. It is also noticeable the incidence of entrenchment, but at lower levels when compared to the impairment. There is a high degree of correlation between commitment and entrenchment, people management practices and commitment, people management practices and entrenchment, community model and commitment and the agency-community model and entrenchment.

Diferentes Vínculos Indivíduo-Organização: Explorando Seus Significados entre Gestores

ResumoEste trabalho investigou o Comprometimento Organizacional nas bases afetiva, normativa e instrumental, de acordo com o modelo de Meyer e Allen (1991), e mais dois vínculos - Entrincheiramento e Consentimento Organizacionais. O objetivo foi analisar os significados atribuídos por gestores a esses três vínculos, explorando seus elementos distintivos. A pesquisa foi conduzida pelo método qualitativo, através de entrevistas semiestruturadas com 20 gestores. O roteiro investigava os dados pessoais e o conceito atribuído a cada um dos vínculos. Para isso, utilizou-se, como recurso, a apresentação de fichas escritas com noções sobre cada construto. Os dados foram analisados pela análise de conteúdo. Os resultados apontaram que comprometimento refere-se a aspectos positivos, às noções de envolvimento e motivação. O entrincheiramento foi relacionado ao medo de mudar de organização para não arriscar a estabilidade já adquirida. Demonstrou, ainda, ser um vínculo instrumental que aprisiona o sujeito, levando-o ao desenvolvimento de uma relação de dependência e acomodação. O consentir indicou submissão às relações de poder e autoridade, insatisfação com o trabalho e a organização. Concluiu-se que os três vínculos se diferenciam conceitualmente e indicam influenciar distintamente a relação entre indivíduo e organização.

Comprometimento e entrincheiramento organizacional: explorando as relações entre os construtos.

This study aimed to examine the relationships between the bases of the constructs Organizational Commitment and Organizational Entrenchment. For this, we carried out a survey of a quantitative character with 392 servers administrative staff of a Federal University, to which a questionnaire containing validated scales for the Brazilian context was applied. Data were analyzed using correlation analysis to verify the relationship between the constitutive dimensions of the two constructs. The main results showed a moderate correlation of instrumental and normative bases of commitment revealing the ambiguity surrounding the definition of these bases proposed by Meyer and Allen (1991) model. The bases instrumental and affective showed low correlation reinforcing the idea that it should not be treated as two dimensions of the same construct. Moreover, affective commitment was not correlated with the entrenchment, showing that they are separate bond. These results support the proposal that the commitment must be treated as a unidimensional construct (restricted to affective base), while the instrumental or continuing base shall be considered a separate construct called organizational entrenchment.

Analyzing the Impacts of Commitment and Entrenchment on Behavioral Intentions

La falta de una definición universal para el compromiso organizacional trae dificultades para mejorar el conocimiento acerca del constructo. Continuando con la revisión del constructo de compromiso propuesto por Rodrigues (2009) a través de la separación de su dimensión continuidad -que ahora se conoce como afianzamiento organizacional, este artículo analizó la relación entre el compromiso afectivo y profundización con comportamiento intencional. El estudio fue realizado en una empresa de tecnología de la información de Brasil con la participación de 307 personas. Los resultados muestran que el afianzamiento organizacional es de hecho un constructo diferente al compromiso afectivo organizacional. Se encontró que el compromiso afectivo con la organización es un precursor de las intenciones de quedarse, defender y ejercer un esfuerzo adicional, mientras que el afianzamiento no mostró relaciones relevantes con estas acciones.

Entrincheiramento organizacional: construção e validação da escala

O presente trabalho teve como objetivo construir e validar a escala de entrincheiramento organizacional, construto de mesma base teorica do comprometimento de continuacao. Tres dimensoes foram propostas: ajustamentos a posicao social (APS), arranjos burocraticos impessoais (ABI) e limitacao de alternativas (LA). Os dados coletados com 721 trabalhadores foram submetidos a analises exploratorias e confirmatorias para a avaliacao psicometrica da escala. Os resultados indicam estabilidade, generalizabilidade e alta consistencia interna dos tres fatores, formados pelos vinte e dois itens restantes, e respaldam a decisao pela estrutura tridimensional. Estudos futuros com a escala validada poderao contribuir para um maior refinamento conceitual e empirico do entrincheiramento com a organizacao.

Comprometimento calculativo e retaliação: visão integrada dos conceitos em uma organização pública

This article aims to contribute to the revision of the multidimensionality of the concept of commitment and the development of relevant research on the subject of misbehavior in the workplace, through the discussion on the basis of calculative commitment and its relation to behavior of negligence as a reaction to a state of dissatisfaction. The research was quantitative and the prospect was held in a public organization with offices in ten cities of Brazil. The sampling was random and stratified proportional by area of operation and resulted in 519 respondents. The instruments were: Awareness and trial of Organizational Retaliation Scale and Calculative Organizational Commitment Scale. The results show that employees of this organization have a low level of calculative commitment and low perception of retaliation, which indicates a positive relationship between the two constructs. These results corroborate other studies that show positive correlations between the calculative base and undesirable behaviors, the opposite way to other bases of multidimensional commitment - affectiveand normative - and thus confirm the suggestion of withdrawal of calculative basis this concept, and treatment separately as organizational entrenchment.

What keeps academic libarians in the books?

Using measurements of job satisfaction and organizational entrenchment gathered from a survey of academic librarians, four workplace profiles were generated (“Mobile-Contents,” satisfied and unentrenched; “Immobile-Contents,” satisfied but entrenched; “Immobile-Discontents,” dissatisfied but entrenched; and “Mobile-Discontents,” dissatisfied and unentrenched). For each profile, reactions to respondents' employment experiences were analyzed.