A carregar...
Publicação
Objectivo comum : a força da GRH, o trabalhador e a organização pela performance organizacional
| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 2.05 MB | Adobe PDF |
Autores
Orientador(es)
Resumo(s)
Atualmente, a relação entre as práticas de Gestão de Recursos Humanos (GRH) e o alcance dos objetivos estratégicos numa organização constitui uma das áreas de relevo e estudo na Gestão de Recursos Humanos. Resultante deste contexto emerge o conceito de Força das Práticas de GRH apresentado por Bowen e Ostroff em 2004. O conceito alude que as Práticas de GRH deverão transmitir mensagens cujo grau de Consistência, Distintividade e Consenso seja elevado, por forma a contribuírem para um contexto organizacional homogéneo e forte. Em suma, o sistema de GRH deverá ter a capacidade de promover situações fortes que instiguem o trabalhador a envolver-se com a sua função e a identificar-se com a organização.
Neste âmbito, o presente estudo tem por objetivo analisar a relação existente entre a Força da GRH e o Compromisso Organizacional e o Envolvimento do trabalhador com a Função/Trabalho. Tendo por base o modelo desenvolvido por Bowen e Ostroff (2004), o estudo foi conduzido numa organização do sector bancário, sendo a amostra composta 126 elementos de diversas áreas da mesma.
Os resultados demonstram uma fraca capacidade preditiva da escala da Força de GRH sobre ambas as variáveis sendo, porém, os resultados significativamente melhores quando avaliada a correlação com a variável Envolvimento com a Função/Trabalho. As características da Força da GRH Distintividade, Consistência, Consenso - são igualmente analisadas sob o ponto de vista da sua capacidade preditiva para cada uma das variáveis em estudo.
Nowadays, the relationship between Human Resources Management (HRM) practices and the reach of an organization strategic objective constitutes one of the main fields of study in HRM. As a result of that context, the concept of Strength of Human Resources Management emerges, brought to us by Bowen and Ostroff in 2004. The concept alludes the Practices of HRM should convey messages of a high consistency grade, distinctiveness and a broad consensus, in order to contribute for a homogeneous and strong organizational context. In essence, the HRM system must be able to promote strong scenarios that encourage workers to get involved with its work and to identify themselves with the organization. In this context, the objective of this study is to comparatively analyze the connection between the Strength of HRM, Work Engagement and the Organizational Commitment. On the basis of Bowen?s and Ostroff´s (2004) developed model, this study was conducted in a banking sector organization, being the used sample 126 elements belonging to several fields of activity within it. Results show a weak predictive value of the scale of Strength of HRM over both variables. However, results improve significantly when the evaluation includes the correlation with the variable Organizational Commitment. The characteristics of Strength of Human Resources Management Distinctiveness, Consistency, Consensus ? are equally analyzed in the light of its predictive ability for each one of the studied variables.
Nowadays, the relationship between Human Resources Management (HRM) practices and the reach of an organization strategic objective constitutes one of the main fields of study in HRM. As a result of that context, the concept of Strength of Human Resources Management emerges, brought to us by Bowen and Ostroff in 2004. The concept alludes the Practices of HRM should convey messages of a high consistency grade, distinctiveness and a broad consensus, in order to contribute for a homogeneous and strong organizational context. In essence, the HRM system must be able to promote strong scenarios that encourage workers to get involved with its work and to identify themselves with the organization. In this context, the objective of this study is to comparatively analyze the connection between the Strength of HRM, Work Engagement and the Organizational Commitment. On the basis of Bowen?s and Ostroff´s (2004) developed model, this study was conducted in a banking sector organization, being the used sample 126 elements belonging to several fields of activity within it. Results show a weak predictive value of the scale of Strength of HRM over both variables. However, results improve significantly when the evaluation includes the correlation with the variable Organizational Commitment. The characteristics of Strength of Human Resources Management Distinctiveness, Consistency, Consensus ? are equally analyzed in the light of its predictive ability for each one of the studied variables.
Descrição
Mestrado em Gestão de Recursos Humanos
Palavras-chave
Força das Práticas da GRH Compromisso Organizacional Envolvimento com a Função/Trabalho Strength of Human Resources Management Work Engagement Organizational Commitment
Contexto Educativo
Citação
Ferreira, Neuza Maria Ribeiro (2013). "Objectivo comum : a força da GRH, o trabalhador e a organização pela performance organizacional". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão