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Responsabilidade social corporativa e bem-estar dos colaboradores : o papel do propósito organizacional
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Resumo(s)
O presente estudo tem como objetivo analisar o impacto que as dimensões da Responsabilidade Social Corporativa (RSC) – ambiente; colaboradores; clientes e governo - têm no Bem-Estar (BE) dos colaboradores, assim como o efeito mediador do Propósito Organizacional (PO).
Através de um inquérito por questionário, foi recolhida uma amostra de 102 respostas válidas. Os resultados revelam que os participantes percecionam as suas organizações como socialmente responsáveis e com um propósito bem definido, ao mesmo tempo que apresentam elevados níveis de BE. No que concerne às perceções de RSC dos inquiridos, a dimensão governo foi a mais valorizada enquanto a dimensão ambienta apresenta as médias mais baixas. O BE psicológico apresenta as médias mais elevadas contrariamente ao BE no trabalho. Relativamente ao PO, a dimensão destacada é a autenticidade e a que apresenta médias mais baixas é a dimensão inspiração. Verifica-se que os indivíduos que são casados, têm filhos e apresentam níveis de média mais elevados no que diz respeito às perceções de RSC e PO.
Através de um modelo de equações estruturais verificou-se que existe uma relação positiva entre três dimensões de RSC – ambiente, colaboradores e governo- e o PO. O PO, por sua vez, apresenta uma relação positiva com todas as dimensões de BE. Por outro lado, a RSC ambiente apresenta uma relação positiva como BE vida e a RSC colaboradores apresenta uma relação positiva com o BE vida e trabalho. Verifica-se também o PO tem um efeito mediador entre a RSC e o BE. O modelo conceptual revela que a RSC explica 63,3% da variância do PO enquanto que a RSC e o PO combinados explicam 26,3% do BE vida, 32,6% do BE trabalho e 20,4% do BE psicológico.
The present study aims to analyze the impact of the dimensions of Corporate Social Responsibility (CSR)—environment; employees; customers; government—on employee Well-Being (WB), as well as the mediating effect of Organizational Purpose (OP). Through an online questionnaire survey, a sample of 103 individuals was collected, yielding 102 valid responses. The results reveal that participants perceive their organizations as socially responsible and having a well-defined purpose, while also exhibiting high levels of WB. Regarding respondents' perceptions of CSR, the governance dimension was the most valued, while the environmental dimension had the lowest averages. Psychological WB had the highest averages, in contrast to work WB. Concerning OP, the highlighted dimension is authenticity, while the dimension with the lowest averages is inspiration. It is observed that individuals who are married, have children, and show higher average levels in terms of perceptions of CSR and OP. Using a structural equation model, it was found that there is a positive relationship between three dimensions of CSR—environment, employees, and government—and OP. OP, in turn, has a positive relationship with all dimensions of WB. On the other hand, CSR environment shows a positive relationship with life WB, and CSR employees show a positive relationship with both life and work WB. It is also found that OP has a mediating effect between CSR and WB. The conceptual model indicates that CSR explains 63.3% of the variance in OP, while CSR and OP combined explain 26,3% of life WB, 32,6% of work WB and 20,4% of psychological WB.
The present study aims to analyze the impact of the dimensions of Corporate Social Responsibility (CSR)—environment; employees; customers; government—on employee Well-Being (WB), as well as the mediating effect of Organizational Purpose (OP). Through an online questionnaire survey, a sample of 103 individuals was collected, yielding 102 valid responses. The results reveal that participants perceive their organizations as socially responsible and having a well-defined purpose, while also exhibiting high levels of WB. Regarding respondents' perceptions of CSR, the governance dimension was the most valued, while the environmental dimension had the lowest averages. Psychological WB had the highest averages, in contrast to work WB. Concerning OP, the highlighted dimension is authenticity, while the dimension with the lowest averages is inspiration. It is observed that individuals who are married, have children, and show higher average levels in terms of perceptions of CSR and OP. Using a structural equation model, it was found that there is a positive relationship between three dimensions of CSR—environment, employees, and government—and OP. OP, in turn, has a positive relationship with all dimensions of WB. On the other hand, CSR environment shows a positive relationship with life WB, and CSR employees show a positive relationship with both life and work WB. It is also found that OP has a mediating effect between CSR and WB. The conceptual model indicates that CSR explains 63.3% of the variance in OP, while CSR and OP combined explain 26,3% of life WB, 32,6% of work WB and 20,4% of psychological WB.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
Responsabilidade Social Corporativa Bem-Estar Propósito Organizacional Corporate Social Responsibility Well-being Organizational Purpose
Contexto Educativo
Citação
Parracho, Margarida Catarro (2024). “Responsabilidade social corporativa e bem-estar dos colaboradores : o papel do propósito organizacional”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Editora
Instituto Superior de Economia e Gestão