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Práticas de recursos humanos, compromisso organizacional e desempenho dos militares : uma análise na Marinha Portuguesa
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Atualmente as organizações dos mais variados setores, onde se inclui o militar, deparam-se com desafios extramente exigentes, como económicos, políticos, sociais e o mais recente de todos ao nível da saúde pública, provocado pela pandemia do vírus COVID-19. O setor militar, além destes desafios, enfrenta ainda no quadro global significativas alterações, como o surgimento de novas ameaças, e com um conjunto de restruturações impostas pela reforma “Defesa 2020”, no âmbito do quadro nacional. Perante estes elementos de mudança, geradores de instabilidade e imprevisibilidade, a Marinha Portuguesa (MP), ramo das Forças Armadas (FFAA), para o qual se vai direcionar a presente investigação, tem de ser capaz de reter, valorizar e capacitar os seus militares com um conjunto alargado de competências e valores que lhe permita superar com sucesso os constrangimentos atuais e a diversidade das missões atribuídas.
Em linha com a argumentação anterior, procurou-se desenvolver esta tese, com particular enfoque no sistema de práticas de recursos humanos (PRH) de alto-desempenho, no compromisso organizacional (CO) e no desempenho individual (DI), com o propósito de, a partir das evidências extraídas dos três estudos que constituem a tese, estas poderem vir a apoiar a MP a atualizar-se, a superar as referidas adversidades e a tornar-se mais sustentável no domínio da gestão dos seus recursos humanos (RH), nomeadamente os militares.
O primeiro estudo, centrou-se em avaliar a relação do sistema de PRH de alto-desempenho percepcionado pelos militares da MP com o compromisso afetivo (CA), normativo (CN) e instrumental (CI), e o efeito moderador da categoria (oficiais, sargentos, praças) e do vínculo contratual (regime de contrato – RC; quadros permanentes – QP) nestas relações. Este estudo com uma amostra constituída por 1003 militares de diferentes setores e unidades da MP, com funções mais ligadas ao apoio e formação, permitiu observar através de uma análise de modelos de equações estruturais, que a percepção do sistema de PRH de alto-desempenho se relacionava positivamente e significativamente com o CA e o CI. Ao contrário do esperado, foi observado que a percepção do sistema de PRH de alto-desempenho também se relacionava positivamente e significativamente com o CI. Observou-se ainda nas relações com as variáveis moderadoras, que na categoria o sistema de PRH de alto-desempenho reflete uma relação mais forte com o CA no caso dos oficiais e praças do que no caso dos sargentos. No caso do vínculo contratual como moderador, os resultados mostraram que a relação entre o sistema de PRH de alto-desempenho e o CA e o CI é mais forte no caso dos militares em RC do que no caso dos militares dos QP. O segundo estudo, consistiu em identificar perfis de compromisso organizacional nos oficiais da MP. Além disso, analisou-se a distribuição dos oficiais não profissionais de saúde e dos oficiais profissionais de saúde pelos diferentes perfis. Este estudo, com uma amostra composta por 371 oficiais, sendo 186 não profissionais de saúde (i.e., de diferentes classes) e 185 oficiais profissionais de saúde (médicos e enfermeiros), revelou através de uma análise de perfil latente, uma solução de quatro perfis de compromisso organizacional: todos baixo; CN/CI-dominante; todos médio alto; CA-dominante. Por outro lado, o teste do χ2 mostrou que a distribuição dos oficiais profissionais de saúde e os oficiais não profissionais de saúde é significativamente diferente nestes perfis: a larga maioria (74,59%) dos oficiais profissionais de saúde distribui-se nos perfis “Todos médio alto” e “CA-dominante", enquanto a quase totalidade (98,39%) dos oficiais não profissionais de saúde distribui-se nos perfis “Todos baixo” e “CN/CI-dominante”.
O terceiro estudo, teve como primeiro objetivo analisar a relação entre a perceção do sistema de PRH de alto-desempenho e o CA, CN e CI. O segundo objetivo consistiu em analisar o papel mediador das três dimensões do compromisso na relação entre o sistema de PRH de alto-desempenho e o desempenho tarefa (DT), desempenho contextual (DC), e desempenho contraproducente (DCP). Este estudo utilizando uma amostra composta por 336 militares que integram exclusivamente a componente operacional da MP, com funções mais ligadas à execução das operações militares, mostrou através da análise de modelos de equações estruturais uma relação positiva e significativa entre o sistema de PRH de alto-desempenho e cada uma das dimensões do compromisso, replicando os resultados do estudo 1. Os resultados também indicaram que o CA tem um efeito mediador na relação entre o sistema de PRH de alto-desempenho e o desempenho, sendo total no DC e parcial no DT. No DCP observou-se ainda que existe um efeito indireto do sistema de PRH de alto-desempenho e esta dimensão através do CA.
Estes estudos destacam a importância que o sistema de PRH de alto-desempenho percepcionado pelos militares pode ter no seu compromisso para com a MP, e no seu desempenho individual por via do compromisso. Evidenciam ainda que o compromisso dos militares pode assumir diferentes combinações de compromisso. Portanto, observa-se nesta tese que, práticas de recursos humanos adequadas são preditoras de melhores níveis de compromisso e desempenho.
Today, organizations from various sectors, including the military, face extremely demanding challenges, such as economic, political, social, and the most recent of all, at the level of public health, caused by the COVID-19 pandemic. In addition to these challenges, the military sector is also confronting significant changes in the global framework, such as the emergence of new threats and in the national framework a set of restructuring imposed by the "Defence 2020" reform. Faced with these elements of change, which generate instability and unpredictability, the Portuguese Navy (PON), branch of the Armed Forces, to which this research will be directed, must be able to retain, enhance and empower its military personnel with a broad set of skills and values that will enable it to overcome current constraints and the diversity of missions assigned successfully. In line with previous arguments, this thesis was developed, with particular focus on the High-Performance Work System (HPWS), organizational commitment (OC) and individual performance (IP), with the purpose of, based on the evidence extracted from the three studies that make up the thesis, these may come to support the PON to update itself, overcome the above-mentioned adversities and become more sustainable in the in the management of their human resources (HR), namely the military personnel. The first study focused on evaluating the relationship of the HPWS perceived by the PON military personnel with the affective commitment (AC), normative (NC) and continuance (CC), and the moderating effect of the professional category (Officers, Petty Officers, Seamen) and the contractual relationship (temporary contracted staff - TCS; permanent staff - PS) on these relationships. This study, with a sample of 1003 military personnel from different sectors and units of the PON, with functions more related to support and training, found through an analysis of structural models, that the perception of the HPWS was positively related to the AC and CC. Contrary to expectations, it was noted that the perception of the HPWS also related positively to the CC. It was also observed in the relationships with the moderating variables that in the category the HPWS reflects a stronger relationship with the AC in the case of officers and seaman’s than in the case of petty officers. In the case of the contractual bond as moderator, the results showed that the relationship between the HPWS and the AC and CC is stronger in the case of TCS military than in the case of the PS military. The second study consisted of identifying profiles of organizational commitment in the PON officers. In addition, the distribution of health non-health military officers and health military officers among the different profiles was analyzed. This study, with a sample composed of 371 officers, 186 of whom were non-health military officers (i.e., from different specialities) and 185 health military officers (physicians and nurses), revealed through a latent profile analysis, a solution of four organizational commitment profiles: all low; NC/CC-dominant; all medium-high; AC-dominant. On the other hand, the χ2 test showed that the distribution of health military officers and were non-health military officers is significantly different in these profiles: the vast majority (74.59%) of health military officers are distributed in the "All middle-high" and "AC-dominant" profiles, while almost all (98.39%) of were non-health military officers are distributed in the "All low" and "NC/CC-dominant" profiles. The third study aimed first to analyze the relationship between the perception of the HPWS and the CA, NC, and CC. The second aim was to analyze the mediating role of the three dimensions of commitment in the relationship between the HPWS and task performance (TP), contextual performance (CP), and counterproductive performance (CPP). This study using a sample composed of 336 military personnel exclusively from the operational component of the PON, with functions more linked to the execution of military operations, showed through the analysis of structural equation models a positive and significant relationship between the HPWS and each of the dimensions of commitment, replicating the results of study 1. The results also indicated that the AC has a mediating effect on the relationship between the HPWS, being total in CP, and partial in TP. In CPP, it was also observed that there is an indirect effect of HPWS and this dimension through the AC. These studies highlight the importance that the HPWS perceived by the military personnel may have in their commitment to the MP, and in their individual performance through commitment. They also emphasize that the military's commitment can assume different combinations of commitment. So, this thesis observes that adequate human resources practices are predictors of higher commitment and performance levels.
Today, organizations from various sectors, including the military, face extremely demanding challenges, such as economic, political, social, and the most recent of all, at the level of public health, caused by the COVID-19 pandemic. In addition to these challenges, the military sector is also confronting significant changes in the global framework, such as the emergence of new threats and in the national framework a set of restructuring imposed by the "Defence 2020" reform. Faced with these elements of change, which generate instability and unpredictability, the Portuguese Navy (PON), branch of the Armed Forces, to which this research will be directed, must be able to retain, enhance and empower its military personnel with a broad set of skills and values that will enable it to overcome current constraints and the diversity of missions assigned successfully. In line with previous arguments, this thesis was developed, with particular focus on the High-Performance Work System (HPWS), organizational commitment (OC) and individual performance (IP), with the purpose of, based on the evidence extracted from the three studies that make up the thesis, these may come to support the PON to update itself, overcome the above-mentioned adversities and become more sustainable in the in the management of their human resources (HR), namely the military personnel. The first study focused on evaluating the relationship of the HPWS perceived by the PON military personnel with the affective commitment (AC), normative (NC) and continuance (CC), and the moderating effect of the professional category (Officers, Petty Officers, Seamen) and the contractual relationship (temporary contracted staff - TCS; permanent staff - PS) on these relationships. This study, with a sample of 1003 military personnel from different sectors and units of the PON, with functions more related to support and training, found through an analysis of structural models, that the perception of the HPWS was positively related to the AC and CC. Contrary to expectations, it was noted that the perception of the HPWS also related positively to the CC. It was also observed in the relationships with the moderating variables that in the category the HPWS reflects a stronger relationship with the AC in the case of officers and seaman’s than in the case of petty officers. In the case of the contractual bond as moderator, the results showed that the relationship between the HPWS and the AC and CC is stronger in the case of TCS military than in the case of the PS military. The second study consisted of identifying profiles of organizational commitment in the PON officers. In addition, the distribution of health non-health military officers and health military officers among the different profiles was analyzed. This study, with a sample composed of 371 officers, 186 of whom were non-health military officers (i.e., from different specialities) and 185 health military officers (physicians and nurses), revealed through a latent profile analysis, a solution of four organizational commitment profiles: all low; NC/CC-dominant; all medium-high; AC-dominant. On the other hand, the χ2 test showed that the distribution of health military officers and were non-health military officers is significantly different in these profiles: the vast majority (74.59%) of health military officers are distributed in the "All middle-high" and "AC-dominant" profiles, while almost all (98.39%) of were non-health military officers are distributed in the "All low" and "NC/CC-dominant" profiles. The third study aimed first to analyze the relationship between the perception of the HPWS and the CA, NC, and CC. The second aim was to analyze the mediating role of the three dimensions of commitment in the relationship between the HPWS and task performance (TP), contextual performance (CP), and counterproductive performance (CPP). This study using a sample composed of 336 military personnel exclusively from the operational component of the PON, with functions more linked to the execution of military operations, showed through the analysis of structural equation models a positive and significant relationship between the HPWS and each of the dimensions of commitment, replicating the results of study 1. The results also indicated that the AC has a mediating effect on the relationship between the HPWS, being total in CP, and partial in TP. In CPP, it was also observed that there is an indirect effect of HPWS and this dimension through the AC. These studies highlight the importance that the HPWS perceived by the military personnel may have in their commitment to the MP, and in their individual performance through commitment. They also emphasize that the military's commitment can assume different combinations of commitment. So, this thesis observes that adequate human resources practices are predictors of higher commitment and performance levels.
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Palavras-chave
Sistema de PRH de alto-desempenho compromisso organizacional perfis de compromisso desempenho individual militares Marinha Portuguesa organizational commitment commitment profiles individual performance military personnel Portuguese Navy