Resumo

The studies on organizational behavior are presented with great importance, since human resource management has a fundamental role in the modernization of the State, contributing to the proper implementation of the most varied public policies (SIQUEIRA; MENDES, 2009). So, this study aims to analyze the organizational bonds and their relation to performance of the servants of a federal public institution of education in the hinterlands of Brazil, that deal with student assistance.

The question that moves the present study is: "Which dimensions of organizational bonds are present among the servants of a Federal Institution of Higher Education at Pernambuco hinterland and how they perceive the relation of these links with the performance?". So that, the mais objective is to verify which organizational bonds are present among the sample and how they perceive the relation with the performance.

Meyer and Allen’s (1991) framework indicates that employees are considered to be subject to three different forces, in the form of three mindsets: Affective Commitment (AC), Continuance Commitment (CC), and Normative Commitment (NC). Moldogaziev and Silvia (2015) that the AC refers to the emotional attachment of the employee to the organization, accepting and internalizing their goals and values. The CC refers to the perceived cost associated with leaving the organization. Finally, the NC, refers to the feeling of obligation to continue with the organization.

An option was made for a qualitative approach. This choice brings new possibilities for the search field. Two techniques were used fo the initial data collection. The first one was the Focus Group. Two were developed. The second was individual interviews, so that, eight interviews were held. They were used with the purpose of verifying the manager’s perception regarding the organizational bonds of the public servants, triangulating with information collected in the FG. The analysis of the data collected was the analysis content, based on Bardin (2016).

It was possible to verify that among the organizational links, what stands out is precisely the organizational commitment. In order to understand the phenomena studied, the results were grouped into categories, as previously observed, in order to better understand the phenomenon. After the analysis of the categories developed, it is possible to verify, that commitment, entrenchment and organizational consent are present within the corpus of the research and that they have influence on the performance of the sample of the research.

Regarding to organizational bonds, the present research found out that Organizational Commitment, Entrenchment and Consent were present among the sample. As regards the relationship of performance management, along with organizational links, there is a unanimous perception of all participants that it exists. As for organizational support, an influence can occur not only on the performance of the servers, but also on the effectiveness and strength of the commitment. Finally, the good performance of the servers helps to attend the organization to achieve its goals.

BARDIN, L. Análise de Conteúdo. São Paulo: Edições 70, 2016. MEYER, J. P.; ALLEN, N. J. A three-component conceptualization of organization commitment. Human Resource Management Review, v. 1, n. 1, 61–89, 1991. MOLDOGAZIEV, T. T.; SILVIA, C. Fostering affective organizational commitment in public sector agencies: the significance of multifaceted leadership roles. Public Administration, v. 93, n. 3, p. 557–577, 2015. SIQUEIRA, M. V.; MENDES, A. M. Gestão de pessoas no setor público e a reprodução do discurso do setor privado. Revista do Serviço Público, Brasília, v. 60, n. 3, 241- 250, 2009.