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Advisor(s)
Abstract(s)
O presente estudo tem como principal objetivo explorar a relação entre a força do
sistema de gestão de recursos humanos (FGRH) e o compromisso organizacional (CO), num
caso organizacional. Para tal, recorre-se ao modelo desenvolvido por Bowen e Ostroff (2004),
que permite compreender de que forma os Recursos Humanos se tornam uma mais-valia para
as organizações, através do conceito de força do sistema de gestão de recursos humanos
(FGRH). Em relação ao constructo compromisso organizacional, a abordagem é realizada à luz
da teoria multidimensional de Allen e Meyer (1997).
Para a recolha dos dados, foi utilizado o Human Resources Management System
Questionnaire (HRMSQ) que permite a compreensão da perceção das práticas de gestão de
recursos humanos, validado para a população portuguesa por Coelho, Cunha, Gomes e Correia
(2010). Relativamente ao compromisso organizacional, a escolha recaiu sobre o Commitment
Questionnaire (OCQ), adaptado para a população portuguesa pelos autores Nascimento, Lopes
e Salgueiro (2008). Para além destes instrumentos, foi ainda aplicado um questionário
sociodemográfico que engloba as variáveis consideradas pertinentes na exploração da relação
entre os conceitos apontados.
A administração dos questionários foi realizada numa organização de carácter laboral
público, o que possibilitou o acesso às respostas de 100 colaboradores de várias áreas
integrantes da organização. De referir que foram efetuadas duas fases de recolha de dados,
uma primeira em versão digital e, numa segunda, em formato de papel.
No que concerne à análise estatística e aos resultados, face aos objetivos, realizaramse
análises de correlações entre as dimensões das temáticas principais em estudo e, ainda,
comparações entre as mesmas e algumas das variáveis sociodemográficas. Depois de
realizadas todas as análises estatísticas, é possível afirmar que existem correlações entre as
dimensões de ambas as escalas. Para além disto, conclui-se que a dimensão distintividade é
influenciada pela situação profissional da amostra, o domínio normativo é influenciado pela
categoria profissional dos indivíduos em estudo e a idade influencia o domínio calculativo.
This study aims to explore the relationship between the organizational commitment and the strength of the system of human resource management, an organizational case. Using the model developed by Bowen and Ostroff (2004), which allows us to understand how the Human Resources become an asset for organizations, we present the concept of strength of the human resource management system. Relatively to organizational commitment we use the multidimensional theory of Allen and Meyer (1997). To the data collection we use the Human Resources Management System Questionnaire (HRMSQ), validated to Portuguese population by Coelho, Cunha, Gomes e Correia (2010). That allows the understanding of perception management practices in human resources. To measure the organizational commitment we used Commitment Questionnaire (OCQ), validated to Portuguese population by Nascimento, Lopes e Salgueiro (2008). Beside this instrument we also apply a sociodemographic questionnaire in order to make some comparisons. The application of the questionnaires was conducted in a public organization, allowing access to 100 responses in different organization contexts. The data collection has two phases, one in a digital format and, secondly, on paper. Regarding the statistical analysis there were correlations between the dimensions of the subjects in study and also comparisons between them and some of sociodemographic variables. It was possible verify that are correlations between the dimensions of both scales. In addition, it is concluded that the distinctiveness dimension is influenced by employment status, the normative domain is influenced by the professional category of the study subjects and, finally, age influences the calculative domain.
This study aims to explore the relationship between the organizational commitment and the strength of the system of human resource management, an organizational case. Using the model developed by Bowen and Ostroff (2004), which allows us to understand how the Human Resources become an asset for organizations, we present the concept of strength of the human resource management system. Relatively to organizational commitment we use the multidimensional theory of Allen and Meyer (1997). To the data collection we use the Human Resources Management System Questionnaire (HRMSQ), validated to Portuguese population by Coelho, Cunha, Gomes e Correia (2010). That allows the understanding of perception management practices in human resources. To measure the organizational commitment we used Commitment Questionnaire (OCQ), validated to Portuguese population by Nascimento, Lopes e Salgueiro (2008). Beside this instrument we also apply a sociodemographic questionnaire in order to make some comparisons. The application of the questionnaires was conducted in a public organization, allowing access to 100 responses in different organization contexts. The data collection has two phases, one in a digital format and, secondly, on paper. Regarding the statistical analysis there were correlations between the dimensions of the subjects in study and also comparisons between them and some of sociodemographic variables. It was possible verify that are correlations between the dimensions of both scales. In addition, it is concluded that the distinctiveness dimension is influenced by employment status, the normative domain is influenced by the professional category of the study subjects and, finally, age influences the calculative domain.
Description
Keywords
Compromisso Organizacional Força do Sistema de Gestão de Recursos Humanos