| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.22 MB | Adobe PDF | |||
| 427.88 KB | Adobe PDF | |||
| 312.39 KB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Este trabalho teve como objetivo estudar a influência das práticas de recursos humanos
nas três dimensões do comprometimento organizacional: afetiva, normativa e calculativa,
bem como investigar se a motivação e/ou satisfação laborais têm um papel mediador nesta
relação. Tendo por base uma abordagem quantitativa, foi elaborado um questionário com
cada um dos construtos, o qual foi aplicado à população dos trabalhadores pertencentes a
uma Direção Municipal específica de um setor público português, mais concretamente uma
autarquia. Os principais resultados revelam que existem relações positivas entre as práticas
de recursos humanos e o comprometimento organizacional afetivo e normativo não tendo,
contudo, o comprometimento calculativo qualquer ligação com as práticas estudadas. Realçase também a ligação entre as práticas de recursos humanos e a satisfação laboral, não
existindo esta mesma ligação com a motivação laboral. Relativamente ao papel mediador
entre as práticas de recursos humanos e o comprometimento organizacional, apenas no
comprometimento normativo se notou uma mediação através da satisfação laboral.
Observou-se também, através da análise de clusters, a existência de seis perfis distintos de
comprometimento organizacional, onde se concluiu que a maioria dos trabalhadores está
altamente comprometida com a autarquia, seguindo-se os parcialmente descomprometidos,
afetivo-normativo dominantes, os calculativo dominantes e os neutros. O perfil dos não
comprometidos é representado pela percentagem mais baixa dos trabalhadores. No entanto,
ao correlacionar as práticas de recursos humanos com cada uma das dimensões do
comprometimento organizacional, verificou-se que a correlação entre a maioria das práticas
e o comprometimento organizacional normativo não têm significância estatística, ou seja,
concluiu-se não haver relação linear. No fim, propuseram-se algumas práticas de recursos
humanos com um intuito de otimizar o comprometimento organizacional afetivo dos
trabalhadores
This study aimed to investigate the relationship between human resources practices, work motivation, job satisfaction and the three dimensions of organizational commitment: affective, normative and calculative. We also intended to investigate if work motivation and/or job satisfaction have a mediating role in the relationship between human resource practices and organizational commitment. Based on a quantitative approach, the questionnaires were carried out on each of the constructs to the universe of workers belonging to a specific municipal direction of a Portuguese public sector, more concretely, a town hall. The main results show that there are positive relationships between human resources practices and organizational affective and normative commitment, and the calculative commitment has no link with the studied practices. It is also highlighted the link between human resources practices and job satisfaction, not having this same connection with work motivation. Regarding the mediating role, it only obtained a positive result with job satisfaction mediating the relationship between human resources practices and normative organizational commitment. It was also observed, through the clusters analysis, the existence of six distinct profiles of organizational commitment, where it was concluded that the majority of the workers are highly committed to the autarchy, followed by partially uncommitted, affective-normative dominant, calculative dominant and the neutrals. The non-committed profile is represented by the lowest percentage of workers. However, when linking human resource practices with each of the dimensions of organizational commitment, it was found that the correlations between most practices and the normative organizational commitment is not statistically significant, i.e. it was not concluded if the relationship between both constructs are nonlinear. In order to optimize the workers' affective organizational commitment, some human resources practices were established.
This study aimed to investigate the relationship between human resources practices, work motivation, job satisfaction and the three dimensions of organizational commitment: affective, normative and calculative. We also intended to investigate if work motivation and/or job satisfaction have a mediating role in the relationship between human resource practices and organizational commitment. Based on a quantitative approach, the questionnaires were carried out on each of the constructs to the universe of workers belonging to a specific municipal direction of a Portuguese public sector, more concretely, a town hall. The main results show that there are positive relationships between human resources practices and organizational affective and normative commitment, and the calculative commitment has no link with the studied practices. It is also highlighted the link between human resources practices and job satisfaction, not having this same connection with work motivation. Regarding the mediating role, it only obtained a positive result with job satisfaction mediating the relationship between human resources practices and normative organizational commitment. It was also observed, through the clusters analysis, the existence of six distinct profiles of organizational commitment, where it was concluded that the majority of the workers are highly committed to the autarchy, followed by partially uncommitted, affective-normative dominant, calculative dominant and the neutrals. The non-committed profile is represented by the lowest percentage of workers. However, when linking human resource practices with each of the dimensions of organizational commitment, it was found that the correlations between most practices and the normative organizational commitment is not statistically significant, i.e. it was not concluded if the relationship between both constructs are nonlinear. In order to optimize the workers' affective organizational commitment, some human resources practices were established.
Description
Dissertação de Mestrado em Políticas de Desenvolvimento de
Recursos Humanos
Keywords
Práticas de recursos humanos Comprometimento organizacional Motivação laboral Satisfação laboral Setor público português Human resources practices Organizational commitment Work motivation Job satisfaction Latent commitment profiles Portuguese public sector
Pedagogical Context
Citation
Publisher
Instituto Superior de Ciências Sociais e Políticas