Análise da satisfação dos colaboradores de uma concessionária de automóveis no município de Campina Grande - PB.

Abstract

Administrative science is related, in general, the concept of business or productive organization and within the administration to the human resources department has the role of

managing people, which over time became operational and bureaucratic for strategic, short- term to long-term, for administrative advisory, focused on function to focus on the business.

Thus, organizational climate is understood as the environment both social and psychological (values, attitudes and behavior patterns) that exists within an organization who promotes the behavior of its members, and organizational commitment is the involvement, ie a active relationship that seeks the welfare of the organization. In this sense, the organizational climate combined with organizational commitment is going to develop an environment conducive to satisfaction or dissatisfaction among the members of the company. For this reason, the proposed work is to analyze the level of satisfaction of employees of a car dealership located in the city of Campina Grande-PB. The methodology used to conduct this study was to survey and interpretation literature on the subject and questionnaire (see Annex). For analysis. To achieve the proposed objectives were applied two questionnaires (one on climate and other organizational commitment), the 10 employees of the administrative sector of the company. The concept of organizational climate outlined the following factors: leadership, internal environment, compensation and rewards, communications and working conditions, compliance and clarity. The concept of organizational commitment aspects were treated in three dimensions: instrumental, normative and affective. The results obtained within the organizational climate concept of the leadership factor is the strongest points in the organization investigated, as well as the compliance factor and clarity. Finally, the dimension of organizational commitment more strongly noted the results was the normative dimension, which brings out the permanence in the company by a sense of moral obligation. some communication failures were detected within the company, however, is considered to these results, the organization's employees are satisfied with the rules and the way the company manages and administers human resources.