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A influência do clima organizacional no comprometimento dos trabalhadores : o caso da ManpowerGroup Portugal
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Orientador(es)
Resumo(s)
O presente projeto tem como principal objetivo o diagnóstico do Clima Organizacional na ManpowerGroup Portugal, na sua relação com o Comprometimento Organizacional expresso pelos trabalhadores. Para efetuar esse diagnóstico optou-se por uma metodologia quantitativa mediante aplicação de um inquérito por questionário, ao qual responderam 96 trabalhadores internos. A identificação das dimensões consideradas no modelo de clima - clareza organizacional; comunicação; estrutura, regras e cumprimento; recompensas; imagem do departamento de RH; perspetivas de carreira; e formação e desenvolvimento - foram obtidas através da revisão da literatura assim como os tipos de comprometimento em estudo (afetivo, calculativo e normativo). Com base nos resultados obtidos verificou-se, de uma forma genérica, a existência de uma perceção de um clima organizacional com debilidades, sobretudo, ao nível da comunicação, recompensas, e formação e desenvolvimento. Verificou-se, ainda, que o comprometimento calculativo é o que tem menor expressão na empresa e que, corroborando a literatura, existe relação entre Clima e Comprometimento Organizacional. Após a identificação dos principais fatores críticos, foi elaborado um amplo conjunto de propostas de melhoria, com ações de curto e médio prazo adaptadas à realidade em estudo e que visam contribuir para a prevenção de situações que prejudiquem a atividade da empresa.
This project has, as its main purpose, the diagnosis of the organizational climate within the ManpowerGroup Portugal, in its relation with organizational commitment expressed by the employees. To achieve this diagnosis, a study with a quantitative methodology was conducted in which ninety-six internal employees answered a survey. The identification of the dimensions taken into account in the climate model - organizational clarity; communication; structure; rules and compliance; rewards; HR department image; career prospects; and training and development - were obtained through the investigation of literature, as well as through the types of commitment (affective, calculative and normative). Based on the achieved results it was clear that, in a generic way, the employees have a weak perception of organizational climate, particularly in terms of communication, rewards, and training and development dimensions. Moreover, we also found that the calculative commitment is the type of commitment which has less expression in the company, and that, corroborating literature review, there is a relation between climate and organizational commitment. After the identification of the main critical factors, it was possible to devise a set of improvement proposals, containing short and long-term actions, perfectly adapted to the reality under study, which aim to contribute to the prevention of critical situations that might affect the regular functioning and workflow of the company.
This project has, as its main purpose, the diagnosis of the organizational climate within the ManpowerGroup Portugal, in its relation with organizational commitment expressed by the employees. To achieve this diagnosis, a study with a quantitative methodology was conducted in which ninety-six internal employees answered a survey. The identification of the dimensions taken into account in the climate model - organizational clarity; communication; structure; rules and compliance; rewards; HR department image; career prospects; and training and development - were obtained through the investigation of literature, as well as through the types of commitment (affective, calculative and normative). Based on the achieved results it was clear that, in a generic way, the employees have a weak perception of organizational climate, particularly in terms of communication, rewards, and training and development dimensions. Moreover, we also found that the calculative commitment is the type of commitment which has less expression in the company, and that, corroborating literature review, there is a relation between climate and organizational commitment. After the identification of the main critical factors, it was possible to devise a set of improvement proposals, containing short and long-term actions, perfectly adapted to the reality under study, which aim to contribute to the prevention of critical situations that might affect the regular functioning and workflow of the company.
Descrição
Mestrado em Gestão de Recursos Humanos
Palavras-chave
Clima Organizacional Comprometimento Organizacional Gestão de Recursos Humanos Estudo de Caso ManpowerGroup Portugal Organizational Climate Organizational Commitment HR Management Case Study
Contexto Educativo
Citação
Ferreira, Susana Filipa Presumido (2016). "A influência do clima organizacional no comprometimento dos trabalhadores : o caso da ManpowerGroup Portugal". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão