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Orientador(es)
Resumo(s)
As práticas de sustentabilidade assumem-se como um novo requisito do século XXI que desafia as empresas a reinventar as suas formas de atuar, com o objetivo de dar resposta às novas exigências em três eixos diferentes: económico, social e ambiental. A gestão de recursos humanos desempenha um papel estratégico na concretização daquele requisito. O presente estudo insere-se nesta área de investigação, ainda bastante incipiente em Portugal, e visa contribuir para a literatura nesta área através da análise da relação entre as práticas sustentáveis de gestão de recursos humanos, o work engagement, comportamentos de cidadania organizacional para o ambiente, desempenho individual, identificação organizacional, e a perceção da lógica organizacional para a sustentabilidade. O estudo parte da premissa que os objetivos de sustentabilidade de uma organização precisam de estar alinhados com as práticas, políticas e atividades da gestão de recursos humanos para que possam representar uma vantagem competitiva. Com base numa metodologia quantitativa e uma amostra de 72 colaboradores de uma multinacional do setor alimentar em Portugal, os resultados demonstram que existe uma relação positiva entre as práticas sustentáveis de recursos humanos e a lógica organizacional para a sustentabilidade, bem como uma relação significativamente negativa entre os comportamentos de cidadania organizacional para o ambiente e o desempenho individual. O estudo comprova ainda que a perceção da lógica organizacional para a sustentabilidade medeia parcialmente a relação entre as práticas sustentáveis de recursos humanos e a identificação organizacional.
Sustainability practices become a new requirement of the 21st century that challenges companies to reinvent their ways of acting, in order to respond to the new requirements in three different dimensions: economic, social and environmental. Human resources management plays a strategic role in fulfilling this requirement. The present study is part of this research area, still very incipient in Portugal, and aims to contribute to the literature in this area by analyzing the relationship between sustainable practices of human resources management, work engagement, organizational citizenship behaviors for the environment, individual performance, organizational identification, and perceived organizational rationale for sustainability The study assumes that an organization's sustainability goals need to be aligned with human resource management practices, policies and activities so that they can represent a competitive advantage. Based on a quantitative methodology and a sample of 72 employees from a multinational food sector in Portugal, the results show that there is a positive relationship between sustainable human resources practices and perceived organizational rationale for sustainability, as well as a significantly negative relationship between organizational citizenship behavior for the environment and individual performance. The study also proves that perceived organizational rationale for sustainability partially mediates the relationship between sustainable human resource practices and organizational identification
Sustainability practices become a new requirement of the 21st century that challenges companies to reinvent their ways of acting, in order to respond to the new requirements in three different dimensions: economic, social and environmental. Human resources management plays a strategic role in fulfilling this requirement. The present study is part of this research area, still very incipient in Portugal, and aims to contribute to the literature in this area by analyzing the relationship between sustainable practices of human resources management, work engagement, organizational citizenship behaviors for the environment, individual performance, organizational identification, and perceived organizational rationale for sustainability The study assumes that an organization's sustainability goals need to be aligned with human resource management practices, policies and activities so that they can represent a competitive advantage. Based on a quantitative methodology and a sample of 72 employees from a multinational food sector in Portugal, the results show that there is a positive relationship between sustainable human resources practices and perceived organizational rationale for sustainability, as well as a significantly negative relationship between organizational citizenship behavior for the environment and individual performance. The study also proves that perceived organizational rationale for sustainability partially mediates the relationship between sustainable human resource practices and organizational identification
Descrição
Mestrado em Gestão de Recursos Humanos
Palavras-chave
práticas de sustentabilidade comportamentos de cidadania organizacional ambiental engagement identificação organizacional lógica organizacional para a sustentabilidade HRM sustainability practices organizational citizenship behavior for the environment work engagement organizational identification, perceived organizational rationale for sustainability
Contexto Educativo
Citação
Trévia, Sofia (2019). "Gestão de recursos humanos sustentável e verde : o caso de uma multinacional do setor alimentar em Portugal". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão