Made available in DSpace on 2016-07-27T14:21:15Z (GMT). No. of bitstreams: 1 Ivone Felix de Sousa.pdf: 1724848 bytes, checksum: c5fe6263df059a0a31174e3939ca93b4 (MD5) Previous issue date: 2006-12-15 / This study aimed to analyze the mediational power of the affective organizational commitment in the relationship between justice perception (distributive, processual, and interactional) and burnout (in the dimensions: exhaustion, cynicism, and inefficacy). In this research there was the participation of 233 professors of a university located in the Midwestern Region of Brazil. The following instruments were used: Maslach burnout inventory, organizational justice perception scale, and a questionnaire for demographic variables. All data collected were analyzed in three distinct phases. In the first one, analysis of variance (Student's t-test and ANOVA with scheffé) was carried out between the demographic variables and the variables of the model. In the second one, multiple linear regressions (stepwise) were performed in order to verify the predictive power of the demographic variables justice perception and affective commitment on burnout. Finally, hierarchical regression analysis (stepwise) was done to evaluate the mediational power (Sobel test) of the affective organizational commitment in the relationship between justice perception and burnout. The results of the analysis of variance showed that: gender precedes interactional justice perception and affective organizational commitment; spheres of action and professor titles precede affective commitment. The results of the multiple regressions evidenced that: distributive justice perception and affective organizational commitment predict exhaustion; cynicism and inefficacy are predicted only by affective commitment directed to the organization. As to the mediational model it was observed that the mediational power of the affective organizational commitment is confirmed only in the relationship between distributive justice perception and exhaustion. Based on the results obtained in the present study, it can be concluded that the perception of injustice in the form of resource distribution may lead the professor to emotional exhaustion, and if mediated by affective commitment with the organization, the likelihood of the professor to develop exhaustion is enhanced. Therefore, if the university uses justice for resource distribution, it can count on healthier professors who have affective commitment with the institution. / Este estudo teve como objetivo analisar o poder mediacional do comprometimento organizacional afetivo na relação entre percepção de justiça (distributiva, processual e interacional) e burnout (nas dimensões: exaustão, cinismo e ineficácia). A realização desta pesquisa contou com a participação de 233 professores de uma universidade situada no Centro-Oeste do Brasil. Os instrumentos utilizados foram: Maslach burnout inventory, escala de percepção de justiça organizacional, questionário de avaliação do comprometimento afetivo e um questionário para as variáveis sociodemográficas. Os dados recolhidos foram analisados em três etapas distintas. Na primeira, foi feita a análise de variância (teste t e ANOVA com scheffé) entre as variáveis sociodemográficas e as do modelo. Na segunda, foram realizadas regressões lineares múltiplas (stepwise), para verificar o poder preditivo das variáveis sociodemográficas percepção de justiça e comprometimento afetivo sobre o burnout. Por fim, foi feita a análise de regressão hierárquica (stepwise) para avaliar o poder mediacional (teste Sobel) do comprometimento organizacional afetivo na relação entre a percepção de justiça e o burnout. Os resultados das análises de variância demonstraram que: o gênero constitui um fator de diferenciação para a percepção de justiça interacional e o comprometimento organizacional afetivo; as áreas de atuação e a titulação do professor antecedem o comprometimento afetivo. Os resultados das regressões múltiplas evidenciaram que: a percepção de justiça distributiva e o comprometimento organizacional afetivo predizem a exaustão; o cinismo e a ineficácia são preditos apenas pelo comprometimento afetivo dirigido à organização. No tocante ao modelo mediacional, constatou-se que o poder mediacional do comprometimento organizacional afetivo só se confirma na relação entre percepção de justiça distributiva e exaustão. Com base nos resultados obtidos, concluiu-se que a percepção de injustiça na forma de distribuição de recursos pode levar o professor à exaustão emocional e, se mediado pelo comprometimento afetivo com a organização, aumenta a probabilidade de o docente desenvolver a exaustão. Portanto, se a universidade empregar formas justas na distribuição de recursos, ela pode contar com professores mais saudáveis e comprometidos afetivamente com ela.

For the adaptation of rapid environment variation and human affairs cost reduction, the tendency toward introducing flexible workaround and the atypical employee for the government departments already becomes quite obviously, but in the enforcement process should try to avoid causing the policy value conflicts, the opposition between workers and capitalists, and social conflicts. Therefore, it needs to have the complete promoting policy and suitable methods to the transformation of the flexible rules of choosing talent on order to strive for society approval. The research object focuses on the official staff and the atypical employee who deal with environment cleaning affairs in New Taipei City, Taichung City, and Kaohsiung City. For the purpose of understanding the thoughts of the official staff and the atypical employee, the discussion for the individual attribute, transformation leadership behavior, affective organizational commitment and organizational citizenship behavior is regarding as the reference of flexible human resource usage of government departments. The following are the discoveries in this research results. 1.The ¡§affective organizational commitment¡¨ for the official staff and atypical employee has obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 2.The ¡§inspirational motivation and intellectual stimulation¡¨ for the official staff and atypical employee have obviously influences on ¡§altruism behavior¡¨ and the influences on the atypical employee are greater than the official staff. 3.The ¡§affective organizational commitment¡¨ has remarkable influence on the ¡§seriousness and responsibility¡¨ of the atypical employee, but not for the official staff. These results show that the employment identity plays an important role exactly in the employment relations. Different employment identity will affect employee not only how they treat the relationship between themselves and employers but also the responses on their behaviors. This research focuses on the discussion on the research results, and also brings up some advices for government departments on physical future researches of flexible human resource usage.

This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesheim, 1989; Raven, Schwarzwald, & Koslowsky, 1998), trust (T; Mayer & Gavin, 2005), servant leadership (SL; Winston & Fields, 2015), and affective organizational commitment (AOC; Allen & Meyer, 1990), and were measured as follower perceptions and attitudes. Social exchange theory was used as the theoretical basis of the proposed model (Blau, 1964; Emerson, 1962). This includes the perspective of social power and trust being characteristic of exchange relationships as opposed to attributes of an individual. Linear regression was performed using IBM® SPSS® (SPSS), and mediation was evaluated using the approach from Baron and Kenny (1986). The hypotheses for the positive relationship between SL and AOC, and for mediation of the SL-AOC relationship by PP were supported. Structural equation modeling (SEM) was used in confirmation analysis. The hypothesis for T as a mediator in the relationship between SL and AOC was not supported. Further ad hoc analysis suggests SL and PP as serial mediators in the relationship between T and AOC. Implications for academic and practitioner applications are discussed.

Nursing assistants (NAs) provide the majority of daily care to older adults in nursing homes (NHs); NAs working in NHs are the focus of this study. This study examined the influence of participatory management (the independent variable), and mediating variables, burnout – measured as emotional exhaustion, task performance, and affective organizational commitment, on NA withdrawal behaviors (the dependent variables absenteeism and turnover). Most of the data come from a 113-item self-administered questionnaire designed to measure NAs' perceptions of their job and work environment. Turnover data were collected from the NA's NH, on average about 16 months later. The two dependent variables were examined in separate analyses with the samples consisting of 246 participants for the absenteeism analysis and 244 for the turnover analysis. Data were analyzed using SPSS 25 and PROCESS 3.3, an SPSS macro add-in. Both ordinary least squares and logistic binary regression were used to examine the associations between variables. The results indicated that participatory management had statistically significant indirect effects on both outcomes. There were two significant mediation results for absenteeism: 1) participatory management increased NA task performance, which, in turn, decreased absenteeism and, 2) participatory management also decreased NA burnout, which, in turn, increased their performance and decreased absenteeism. There were four significant mediation results for turnover: 1) participatory management increased NA attachment to the NH, which, in turn, decreased turnover, 2) participatory management improved NAs' perceptions of their job performance, which, in turn, increased their turnover, 3) participatory management tended to decrease NA burnout, which, in turn, tended to increase attachment to the NH, and, then, tended to decrease turnover, and 4) participatory management tended to decrease NA burnout, which, in turn, tended to increase task performance, and, then, tended to increase turnover. These findings broaden the research on NAs' withdrawal behaviors and demonstrate the need to further explore this hypothesized model.

Thesis advisor: Martin Scanlan / Problem and Purpose: Without time for preparation, COVID-19 caused a wave of operational and structural changes that encumbered much of the time and energy educational leaders previously spent on moving the district forward. The ripple effect of the pandemic exposed new challenges in teaching and learning, requiring superintendents and principals to establish efficient and effective responsive systems to support the needs of students. Even so, amid crisis principals were given new managerial tasks. This led to tension as principals’ identities as instructional leaders were threatened by increased workloads and changed responsibilities. To better understand this tension, the purpose of this study is to examine how a superintendent strives to increase the organizational commitment of their principals regarding instructional leadership. Methods: This bounded single-site design examined the interactions between superintendent and principals in one urban district of medium size in Massachusetts where at least 50% of students are high needs. Learning capabilities were used as a conceptual framework to analyze how the superintendent and principals interacted within a Community of Practice. Implications: This study found that strengthening principals’ organizational commitment during this time of crisis was the result of superintendent interactions in three areas: supervisor support, perceived autonomy, and alignment of personal and district goals. Principals’ investment increased in a culture where connection, candor, and capacity-building existed. Additionally, organizational commitment increased when there was greater alignment between principals’ personal and district goals and the district allowed for more autonomy to achieve goals. Under these conditions principals felt empowered to take on complex challenges and develop innovative solutions. These findings can assist superintendents in cultivating principal investment that will be integral during post-pandemic recovery and reconstruction. / Thesis (EdD) — Boston College, 2022. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Made available in DSpace on 2016-08-02T21:42:23Z (GMT). No. of bitstreams: 1 CINTIA MONTEIRO FERNANDES.pdf: 1225589 bytes, checksum: 3721b7c4f6235ae2b62c07b42c17f2b5 (MD5) Previous issue date: 2012-04-13 / The general aim of this paper was to analyze the relation among leadership styles, perception of organizational support and affective organizational commitment of workers. There were 263 workers who attended the survey in Southeast Brazil (Rio de Janeiro and Sao Paulo) in public, private and non-governmental organizations. As an instrument for data collection, it was used a self-fulfillment questionnaire composed of three scales that were able to measure the research variables. This study proposes to understand and to discuss the relation among variables as well as to test the hypotheses concerning the proposed conceptual model through a cross-cutting research with a quantitative approach which data were analyzed by applying parametric statistic techniques (calculation of descriptive statistics: mean, standard deviation, t test and correlations, multivariate statistical calculations, such as: analysis of hierarchical multiple linear regressions). Treatment and analysis were performed by the statistical software Statistical Package for Social Sciences - SPSS version 18.0 for Windows. The results obtained showed that the variable of perception of organizational support has a strong and significant impact on affective organizational commitment while the variable of leadership styles is not substantial enough. The research allowed concluding through the partial adaptation of the tested model that the variable of leadership styles is a fragile moderator of the relation between perception of organizational support and affective organizational commitment. / Esta dissertação teve como objetivo geral analisar as relações entre estilos de liderança, percepção de suporte organizacional e comprometimento organizacional afetivo em trabalhadores. Participaram da pesquisa 263 trabalhadores que atuam na Região Sudeste do Brasil (Rio de Janeiro e São Paulo) em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de três escalas que mediram as variáveis da pesquisa. O estudo se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também, testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculos de estatísticas descritivas: médias, desvio padrão, teste t e correlações; cálculos de estatísticas multivariadas: análises de regressões lineares múltiplas hierárquicas). O tratamento e análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Science SPSS, versão 18.0 para Windows. Os resultados obtidos demonstraram que a variável percepção de suporte organizacional exerce forte e significativo impacto sobre comprometimento organizacional afetivo, enquanto que a variável estilos de liderança não consegue aumentar nem diminuir a força. A pesquisa possibilitou concluir pela adequação parcial do modelo testado visto ser a variável estilos de liderança um moderador frágil da relação entre percepção de suporte organizacional e comprometimento organizacional afetivo.

Made available in DSpace on 2016-08-02T21:42:32Z (GMT). No. of bitstreams: 1 JDFrancisco3.pdf: 326836 bytes, checksum: d425aa8b2f5ce720939ace48ebbb5fac (MD5) Previous issue date: 2013-09-30 / Much has inquired about the antecedents of turnover intention. Among the possible variables with ability to relate to plans of employees leaving the organization stand out, job satisfaction and affective organizational commitment. The present study aimed to analyze the relationship between these three variables, job satisfaction, affective organizational commitment and turnover intention . Linking objectives through its internal or external stimuli, unraveled in the study in a diamond-mining in Angola where we analyzed the relationships between the three variables. 151 employees participated in the survey, all of Angolan nationality, randomly selected in different areas of the same company. After questionnaires with this three validated measures and accurate processing of the date, all numerical in nature, was processed by the software Statistical Package for the Social Sciences SPSS, version 19.0 for Windows. It was found that the mean age of participants was 38.34 (SD = 8.42) years, mostly male, unmarried, with complete secondary school, not exercising management positions, belonging to the group (GP III) a total of 89 (58.9%), doing much of his work with another person or group, with working time ranging from 1 (one) to 16 years. The descriptive results indicate that workers hold a picture of job satisfaction, satisfaction with the largest proportionate number of times and opportunities to be promoted with the professional capacity of their leaders, foud in understanding each other and the way they are treated by their heads, and lower with the kind of friendship, trust and spirit of cooperation demonstrated by their colleagues, as well as the ability absorbed and salary compared to how it works. The framework of affective organizational commitment, shows greater affection issues the company in making the employee fell proud of it and happy with it, as the slightest affection related issues fell enthusiastic about her and interested in her. Correlation analysis by Pearson s r indices reported negative and significant between the two variables and turnover intention. These results stated that the plan to leave the company where they work and less and less as they raise levels of job satisfaction and affective organizational commitment. / Muito se tem investigado sobre os antecedentes de intenção de rotatividade. Dentre as possíveis variáveis com capacidade de se relacionar aos planos dos trabalhadores deixarem a organização destacam-se: satisfação no trabalho e comprometimento organizacional afetivo. O presente estudo teve como objetivo geral analisar as relações entre estas três variáveis; satisfação no trabalho, comprometimento organizacional afetivo e intenção de rotatividade. Ligando-se aos objetivos através dos seus estímulos internos ou externos, desvendados no estudo em uma mineradora de diamantes em Angola onde foram analisadas as relações entre as três variáveis. Participaram na pesquisa 151 trabalhadores, todos de nacionalidade angolana selecionados aleatoriamente em diferentes áreas da mesma empresa. Após aplicação do questionários com três medidas validadas e precisas, o tratamento dos dados, todos de natureza numérica, foi processado pelo software estatístico Statistical Package for the Social Science SPSS, versão 19.0 para Windows. Apurou-se que a idade media dos participantes era de 38,34 (DP = 8,42) anos, sendo a maioria do sexo masculino, solteira, com o nível médio completo, não exercendo cargo de chefia, pertencendo ao grupo (GP - III) um total de 89 (58,9 %), realizando grande parte do seu trabalho com outra pessoa ou em grupo, com tempo de trabalho variando entre 1 (um) e 16 anos. Os resultados descritivos indicam que os trabalhadores detêm um quadro de satisfação no trabalho, com satisfações maiores proporcionadas pelo número de vezes e oportunidades de serem promovidos, com a capacidade profissional de seus chefes, no entendimento encontrado entre si e na maneira como são tratados pelos seus chefes; e menores com o tipo de amizade, confiança e espírito de colaboração demonstrada pelos seus colegas de trabalho, assim como com a capacidade absorvida e o salário se comparado com o quanto trabalha. O quadro do comprometimento organizacional afetivo demonstra maior afeto as questões relacionadas a empresa em fazer o empregado sentir-se orgulhoso e contente com ela. Análises de correlação pelo r de Pearson informaram índices negativos e significativos entre as duas variáveis e intenção de rotatividade. Tais resultados informam que o plano de deixar a empresa onde trabalham é cada vez menor à medida que se elevam os níveis de satisfação no trabalho e comprometimento organizacional afetivo.

Made available in DSpace on 2016-08-02T21:42:34Z (GMT). No. of bitstreams: 1 MariaLONogueira.pdf: 488643 bytes, checksum: 589f0f9ec8d19159ac9cdfe8227ae6f5 (MD5) Previous issue date: 2014-03-12 / The organization needs a human capital actually willing to contribute their strategies and goals. Various studies have demonstrated that peoples commitment influences the results. What else is related to performance is affective commitment. The leaders, through their styles may also contribute to generate a performance and better results for organizations. The objective of this research was to analyze the relationship between leadership styles and affective organizational commitment. Using quantitative instrument method for data collection was built up a self-administered questionnaire consists of three scales measuring the variables of the research. The data, all the numerical data, formed an electronic database that was analyzed using descriptive and multivariate statistics of the Pearson correlation of SPSS software, version 19.0 test. The survey was conducted with 92 employees of a private company in the city of São Paulo, using the scale of Smith (2008) to measure affective organizational commitment of workers and scale for assessing the management style of Melo (2004) to identify the profile of leaders of these workers in view of the same, but with variations depending on the sample size, revealed by the value of the Students t- test in bootstrap. Task, relationship and situational with affective organizational commitment correlations between the three leadership styles were analyzed.The analyzes revealed weak correlations between leadership styles and affective organizational commitment, being significant (less than 5 per cent error) the correlations of the commitment to the task with style and situational style, though with variations depending on the sample size. These results contribute to the improvement of people management processes and are useful in the areas of Human Resources in general, to promote improvements in the development of leadership and commitment of the people through the organizations policies. / A organização necessita de um capital humano efetivamente disposto a contribuir com as suas estratégias e metas. Vários estudos já comprovaram que o comprometimento das pessoas influencia nos resultados. O que mais tem relação com o desempenho é o comprometimento afetivo. As lideranças, através dos seus estilos, podem também contribuir para gerar um desempenho e resultados melhores para as organizações. O objetivo desta pesquisa foi analisar a relação entre os estilos de liderança e o comprometimento organizacional afetivo. Utilizando o método quantitativo, instrumento para coleta de dados foi construído um questionário de autopreenchimento composto por três escalas que medem as variáveis da pesquisa. Os dados, todos de natureza numérica, formaram um banco eletrônico que foi analisado por meio de estatística descritiva e multivariadas do teste de correlação de Pearson do software SPSS, versão 19.0. A pesquisa foi realizada com 92 trabalhadores de uma empresa privada na cidade de São Paulo, utilizando a escala de Siqueira (2008) para medir o comprometimento organizacional afetivo dos trabalhadores e a escala de avaliação do estilo gerencial de Melo (2004) para identificar o perfil dos líderes destes trabalhadores na visão dos mesmos, porem com variações em função do tamanho da amostra, reveladas pelo valor do t de Student nos teste de Bootstrap. Foram analisadas as correlações entre os três estilos de liderança tarefa, relacionamento e situacional com o comprometimento organizacional afetivo. As análises revelaram fracas correlações entre os estilos de liderança e o comprometimento organizacional afetivo, sendo significativas (com erro inferior a 5%) as correlações do comprometimento com o estilo tarefa e com o estilo situacional, porém com variações em função do tamanho da amostra. Estes resultados contribuem para o aprimoramento dos processos de gestão de pessoas, sendo úteis para as áreas de Recursos Humanos de maneira geral, a fim de promover melhorias no desenvolvimento das lideranças e no comprometimento das pessoas através das políticas da organização.

Made available in DSpace on 2016-08-02T21:42:35Z (GMT). No. of bitstreams: 1 Vanessa Martins.pdf: 409667 bytes, checksum: 6362fb708fa770047f49d854f03e6696 (MD5) Previous issue date: 2014-03-27 / Todays organizational environment requires high performance persons and organizations. Organizational citizenship behaviors are considered performance that promote organizational effectiveness and therefore increasingly important to ensure the competitiveness of enterprises. This is a quantitative and transversal study, that aimed to analyze , interpret and discuss the relations of organizational citizenship behaviors, affective organizational commitment and engagement at work, with the last two variables studied as independent variables and predictors in the proposed theoretical model. Participants were 175 employees of different companies in the metropolitan region of São Paulo that responded to an electronic questionnaire containing questions relating to validated scales for the three variables. The collected data were analyzed using the software Statistical Package for Social Sciences, version 19.0 for Windows. Nonparametric statistical analyzes, descriptive analyzes, correlations and hierarchical multiple regression were performed. The results showed that affective organizational commitment demonstrates greater impact on defensive behaviors of the organization; absorption, dimension of engagement at work shown to have a greater impact on the scale of creative suggestions and cooperation with colleagues. The hypotheses were confirmed, and the study led us to conclude that different classes of organizational citizenship behaviors may have different predictors. / O ambiente organizacional de hoje requer das pessoas e das organizações elevados níveis de desempenho. Comportamentos de cidadania organizacional são tidos como desempenho que promovem a efetividade organizacional e por isso cada vez mais importantes para garantir a competitividade das empresas. O presente estudo, de caráter transversal e quantitativo, teve como objetivos analisar, interpretar e discutir as relações de comportamentos de cidadania organizacional, comprometimento organizacional afetivo e engajamento no trabalho, sendo as duas últimas variáveis estudadas como variáveis independentes e preditoras de comportamentos de cidadania organizacional no modelo teórico proposto. Participaram deste estudo 175 trabalhadores de diversas empresas da região metropolitana de São Paulo que responderam a um questionário eletrônico contendo perguntas referentes a escalas validadas para as três variáveis estudadas. Os dados coletados foram analisados utilizando-se o Software Statistical Package for Social Sciences, SPSS versão 19.0 para Windows. Foram realizadas análises de estatística não paramétrica, análises descritivas, correlações e regressão múltipla hierárquica. Os resultados obtidos demonstraram que comprometimento organizacional afetivo demonstra maior impacto sobre comportamentos de defesa da organização; a dimensão absorção, de engajamento no trabalho demonstrou ter um maior impacto sobre a dimensão de sugestões criativas de comportamentos de cidadania, e também quanto à dimensão cooperação com colegas. As hipóteses levantadas foram confirmadas, sendo que o estudo possibilitou concluir que diferentes classes de comportamentos de cidadania organizacional podem apresentar diferentes preditores.

La présente recherche a comme objectif d’étudier l’effet de l’environnement de travail sur l’engagement affectif envers son organisation. Le concept de l’environnement de travail se compose de trois dimensions, à savoir les caractéristiques de l’emploi, la communication managériale et la perception du soutien organisationnel. Cette recherche vise également à comprendre s’il existe un effet modérateur de la génération sur la relation entre ces dimensions de l’environnement de travail et l’engagement affectif. Les générations Baby-boomers, X et Y sont celles à l’étude. Les données ont été collectées au sein de deux compagnies privées dont la main-d’œuvre n’est pas syndiquée. Au total, 110 participants ont répondu au questionnaire. Des analyses de régression multiple ont permis de vérifier l’effet distinct de chaque dimension de l’environnement de travail sur l’engagement affectif alors que des analyses de régression hiérarchique ont testé la présence d’un effet modérateur de la génération dans cette relation. Les résultats indiquent que les seules dimensions de l’environnement de travail ayant un effet direct et significatif sur l’engagement organisationnel affectif sont la communication managériale et la perception du soutien organisationnel. En ce qui a trait à la génération à laquelle appartient le travailleur, il semble que cette variable ne modère pas la relation entre les dimensions de l’environnement de travail et l’engagement affectif. Les apports théoriques et pratiques de cette étude sont discutés tout comme ses limites et quelques recommandations pour les recherches futures. / The objective of the present research is to study the effect that the work environment can have on affective commitment toward the organization. The concept of work environment is divided into three dimensions. They are the job characteristics, the communication with the supervisor and the perceived organizational support. This research also wishes to understand if there exists a moderating effect of the generation on the relationship between these dimensions of the job environment and affective commitment. The generations of the Baby-boomers, X and Y are the one selected for the purposes of this study. The data were collected in two private and non-unionized companies. In total, 110 participants answered the questionnaire. Regression analysis were conducted to verify the distinct effect of each of the three dimensions of the work environment on the affective commitment and also to test the presence of a moderating effect of the generation in this relationship. The results indicate that the only dimensions of the work environment having a direct and significant effect on the affective organizational commitment are communication with the supervisor and perceived organizational support. Concerning the generation of the worker, it seems that this variable does not moderate the relationship between the dimensions of work environment and affective commitment. The theoretical and practical implications of this research are discussed as well as its limits and recommendations for future researches.