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Análise da relação entre práticas de recursos humanos e o desempenho organizacional: a satisfação no trabalho e o capital humano como mecanismos de mediação
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Orientador(es)
Resumo(s)
Esta dissertação pretende aprofundar o conhecimento existente na literatura sobre
sistemas de práticas de gestão de recursos humanos (PGRH) implementados nas empresas
portuguesas, com uma especial atenção para as semelhanças e diferenças entre PME e grandes
empresas, e o modo como contribuem para o respetivo desempenho organizacional.
Com o objetivo de explorar possíveis mecanismos de mediação o estudo vai considerar duas
variáveis, a satisfação no trabalho e o capital humano, na relação existente entre aquelas
variáveis.
Em termos metodológicos trata-se de um estudo de natureza quantitativa e baseado num
desenho correlacional, cujos dados foram obtidos através de um questionário respondido por
371 indivíduos – gestores e profissionais, de diversas empresas dos sectores de atividade
industrial e serviços.
Os resultados evidenciam que os domínios de práticas RH associados com o recrutamento /
seleção, gestão do desempenho, recompensas, formação e desenvolvimento e relações de
trabalho encontram-se associados positivamente com os indicadores do desempenho
organizacional. Mais, foi suportada a relação positiva entre as PGRH e a satisfação no trabalho
e capital humano, as quais por sua vez, revelaram ter um efeito de mediação face à variável
dependente – desempenho organizacional. Por último, a comparação entre os resultados obtidos
com o grupo de indivíduos pertencentes a PME e o grupo das grandes empresas não identificou
em termos globais diferenças significativas.
A concluir são discutidas as principais implicações teóricas e práticas deste estudo, bem como
formuladas algumas sugestões para trabalhos futuros.
This dissertation intends to deepen the existing knowledge in the literature on human resources management practices (HRMPs) implemented in Portuguese corporations, with particular attention to similarities and differences between SMEs and large corporations, and how they tackle their organizational performance. In order to explore possible mechanisms of mediation, the study will consider two variables, job satisfaction and human capital, how one impacts the other and the relationship between them. In methodological terms, this is a quantitative study based on a correlational design, with data obtained through a specific questionnaire answered by 371 individuals - managers and professionals of several companies from the service and industrial sectors of activity. The results show that the domains of HR practices associated with recruitment / selection, performance management, rewards, training and development, and work relationships are positively associated with organizational performance indicators. Moreover, the positive relationship between HRMPs and job satisfaction and human capital was supported, which, in turn, revealed a mediating effect in relation to the dependent variable - organizational performance. Finally, the comparison between the results obtained with the group of individuals belonging to SMEs and the group of large corporations did not reflect in global terms significant differences. In conclusion, the main theoretical and practical implications of this study are discussed, as well as some suggestions for future work
This dissertation intends to deepen the existing knowledge in the literature on human resources management practices (HRMPs) implemented in Portuguese corporations, with particular attention to similarities and differences between SMEs and large corporations, and how they tackle their organizational performance. In order to explore possible mechanisms of mediation, the study will consider two variables, job satisfaction and human capital, how one impacts the other and the relationship between them. In methodological terms, this is a quantitative study based on a correlational design, with data obtained through a specific questionnaire answered by 371 individuals - managers and professionals of several companies from the service and industrial sectors of activity. The results show that the domains of HR practices associated with recruitment / selection, performance management, rewards, training and development, and work relationships are positively associated with organizational performance indicators. Moreover, the positive relationship between HRMPs and job satisfaction and human capital was supported, which, in turn, revealed a mediating effect in relation to the dependent variable - organizational performance. Finally, the comparison between the results obtained with the group of individuals belonging to SMEs and the group of large corporations did not reflect in global terms significant differences. In conclusion, the main theoretical and practical implications of this study are discussed, as well as some suggestions for future work
Descrição
Dissertação de Mestrado em Políticas de Desenvolvimento de Recursos Humanos
Palavras-chave
Práticas de recursos humanos Satisfação no trabalho Capital humano Desempenho organizacional Human Resources Practices Job Satisfaction Human Capital Organizational Performance
Contexto Educativo
Citação
Editora
Instituto Superior de Ciências Sociais e Políticas