Meyer et al (2004) confrontando le definizioni di motivazione e commitment rivelano una similitudine ovvia: entrambe le definizioni, che sono state accolte anche in questo percorso di ricerca, sono state descritte come forze energizzanti con implicazioni per il comportamento. Si noti, comunque, che Pinder (1998) ha descritto la motivazione come un insieme di forze energizzanti e che Meyer e Hersovitch (2001) hanno definito il commitment come una forza che lega un individuo ad un corso d’azione. Questo implica che la motivazione sia un concetto più ampio del commitment e che il commitment sia solo una tra tante forze energetiche che contribuisce al comportamento motivato (cioè
intenzionale). Comunque, la natura vincolante del commitment lo rende piuttosto unico tra le molte forze. Gli autori ci portano a riflettere sull’uso delle parole nel linguaggio quotidiano; in italiano il termine “commitment”, tradotto come “impegno”, è riservato generalmente ad azioni importanti o a decisioni che hanno implicazioni di durata relativamente lunga (es. impegno in un matrimonio, impegno per migliorare la produttività o soddisfazione dei lavoratori). Diversamente ci riferiamo alla motivazione di un individuo anche quando parliamo di casi che hanno implicazioni di minore importanza e di breve periodo (es. essere motivati a spegnere la TV e fare qualche compito/lavoro).
La letteratura inoltre ci mostra che il commitment possa essere una fonte particolarmente forte di motivazione e possa spesso condurre alla perseveranza in un corso d’azione, anche quando ci siano forze contrarie (Brickman, 1987; Scholl, 1981).
Comunque, sia commitment sia motivazione si sono sviluppati nel tentativo di comprendere, prevedere e influenzare il comportamento del lavoratore.
Il presente lavoro intende contribuire a sviluppare le conoscenze riguardo alla relazione tra motivazione, commitment e altri costrutti come il sostegno organizzativo percepito, l’intenzione di abbandonare il lavoro, la soddisfazione e i comportamenti di cittadinanza organizzativa.
In questo primo capitolo introduttivo si è delineato un possibile percorso tra la letteratura sulla motivazione e una riflessione sul commitment, cercando di sviluppare una visione generale attorno a questi due costrutti che verranno esaminati e approfonditi nei capitoli successivi.
In particolare nel capitolo 2 e 3 si vaglierà concettualmente la motivazione al lavoro secondo la Self-Determination Theory e il modello multidimensionale del commitment organizzativo di Allen e Meyer (1990).
Nel capitolo 4 si descriverà la costruzione dello strumento d’indagine (il questionario), la raccolta delle informazioni nelle organizzazioni lavorative considerate, lo screening dei dati e la tenuta psicometrica dello strumento.
Nella sezione di lingua inglese, in particolare nel capitolo 5, si analizzerà empiricamente la relazione tra motivazione al lavoro e commitment. Si userà l’analisi della mediazione per comprendere sia la relazione tra i due costrutti sia la relazione tra variabili antecedenti (sostegno organizzativo percepito) e risultati (intenzione di abbandonare il lavoro, soddisfazione e comportamenti di cittadinanza organizzativa). Secondo Meyer e colleghi (2004) il commitment è un componente della motivazione. Questa ricerca ha sposato una prospettiva differente, quella di Deci e Ryan (1985, 2000) e di Gagné e Deci (2005). Questi studiosi considerano la motivazione come antecedente del commitment organizzativo.
Nel secondo articolo (capitolo 6) si approfondirà la relazione tra i diversi tipi di motivazione estrinseca e intrinseca con il modello multidimensionale del commitment organizzativo di Allen e Meyer (1990). Inoltre, utilizzando la cross-lagged analysis, si testerà se la motivazione al Tempo 1 predice cambiamenti del commitment al Tempo 2 e non vice versa.
Il capitolo conclusivo (capitolo 7) cercherà di dare una panoramica sui diversi risultati ottenuti, considerando i punti di forza e di debolezza della ricerca presentata e aprendo la discussione a future prospettive d’intervento.
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CAPITOLO 2
S
ELF-D
ETERMINATIONT
HEORY:
UNA PROSPETTIVA DIALETTICA DELL