Valores pessoais e organizacionais no contexto de entidades do terceiro setor em municípios do Sul/Sudoeste de Minas Gerais

Abstract

Civil Society Organizations have assumed the provision of public services such as health, education, social assistance, culture, environment and others over the last five decades in Brazil. More recently, this has been done through a partnership process between the State and the Society, which justifies the need of a deeper and more detailed study on the singularities that involve the Third Sector. In this sense, this study aims to contribute to the theme by analyzing the value orientations at both individual and organizational levels of employees of Civil Society Organizations that hold the certificate of Federal Public Utility or the title of Civil Society Organization of Public Interest that are active in the municipalities of the South/South-West of Minas Gerais. The convenience non-probabilistic sample was chosen for three main reasons: (a) Heterogeneity of organizations; (b) High turnover of workers; (c) Outdated information on registration platforms. The sample consisted of 208 workers (paid employees, subcontractors and volunteers) in the municipalities of Poços de Caldas, Pouso Alegre and Varginha - Minas Gerais. This research has a predominantly quantitative characteristic and was developed with the application of the Personal Values Inventory (known as the Portrait Values Questionnaire - PVQ-21), translated and adapted, with evidence of validity tested by Sambiase et al. (2014), Organizational Profile Values Inventory (OPVI) developed and validated by Oliveira and Tamayo (2004) and a socio-demographic record. A priority of workers for benevolence and universalism personal values was verified, followed by the values related to security, self-direction and tradition. In a similar way, the prioritized organizational values were those related to the concern with the community and conservation. It was also observed a tendency of association between personal and organizational values, as well as the confirmation that personal values dimensions were good predictors of seven from the eight organizational values such as concern with the community, conformity, prestige, realization, autonomy, tradition and domain.