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Advisor(s)
Abstract(s)
Esta dissertação pretende aprofundar o conhecimento existente na literatura sobre a
influência do sistema de práticas de recursos humanos na otimização do capital humano
existente nas empresas portuguesas, considerando o seu impacto na capacidade de
inovação e no desempenho organizacional. Este propósito releva-se especialmente
pertinente no contexto competitivo atual onde o fator inovação mostra ser um fator
critico de sucesso.
Em termos de abordagem metodológica trata-se de um estudo de natureza quantitativa
e baseado num desenho correlacional, cujos dados foram obtidos através de um
questionário respondido por 161 indivíduos – gestores e especialistas, pertencentes a
diversas empresas portuguesas. Os resultados evidenciam que o sistema de práticas RH focadas na inovação está positivamente relacionado com a capacidade de inovação organizacional. Por outro lado, foi encontrado suporte para defender que esta ligação é mediada pela qualidade do capital humano da organização. O estudo permite ainda consolidar as evidências empíricas disponíveis na literatura sobre a importância do capital humano para o sucesso das organizações, quer em termos de indicadores gerais, o desempenho organizacional percebido, quer de critérios específicos, o caso da capacidade de inovação. Por último, a análise do construto da cultura organizacional de orientação adaptativa, mostra que a cultura de gestão constitui um antecedente poderoso da eficácia na implementação das práticas de RH, quer na promoção da capacidade de inovação.
O estudo conclui-se com a discussão das principais implicações teóricas e práticas, e com a apresentação de algumas recomendações para trabalhos futuros.
This dissertation aims to deepen the existing knowledge in the literature on the influence of the human resource practices system in optimizing the human capital in Portuguese companies, considering its impact on innovation capacity and organizational performance. This purpose is especially pertinent in the current competitive context where the innovation factor is a critical success factor. In terms of methodological approach, this is a quantitative study based on a correlational design, whose data were obtained through a questionnaire answered by 161 individuals - managers and specialists, belonging to several Portuguese companies. The results show that the system of HR practices focused on innovation is positively related to organizational innovation capacity. On the other hand, support was found to argue that this link is mediated by the quality of the organization's human capital. The study also allows consolidating the empirical evidence available in the literature on the importance of human capital for the success of organizations, both in terms of general indicators, perceived organizational performance, and specific criteria, the case of innovation capability. Finally, the analysis of the construct of adaptive orientation organizational culture, shows that management culture is a powerful antecedent of effectiveness in implementing HR practices, both in promoting innovation capability. The study concludes by discussing the main theoretical and practical implications, and by presenting some recommendations for future work.
This dissertation aims to deepen the existing knowledge in the literature on the influence of the human resource practices system in optimizing the human capital in Portuguese companies, considering its impact on innovation capacity and organizational performance. This purpose is especially pertinent in the current competitive context where the innovation factor is a critical success factor. In terms of methodological approach, this is a quantitative study based on a correlational design, whose data were obtained through a questionnaire answered by 161 individuals - managers and specialists, belonging to several Portuguese companies. The results show that the system of HR practices focused on innovation is positively related to organizational innovation capacity. On the other hand, support was found to argue that this link is mediated by the quality of the organization's human capital. The study also allows consolidating the empirical evidence available in the literature on the importance of human capital for the success of organizations, both in terms of general indicators, perceived organizational performance, and specific criteria, the case of innovation capability. Finally, the analysis of the construct of adaptive orientation organizational culture, shows that management culture is a powerful antecedent of effectiveness in implementing HR practices, both in promoting innovation capability. The study concludes by discussing the main theoretical and practical implications, and by presenting some recommendations for future work.
Description
Dissertação de Mestrado em Políticas de Desenvolvimento de Recursos Humanos
Keywords
Práticas de recursos humanos inovação capital humano cultura organizacional desempenho organizacional Human resource practices innovation human capital organizational culture organizational performance
Pedagogical Context
Citation
Publisher
Instituto Superior de Ciências Sociais e Políticas