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Práticas de gestão de recursos humanos e comportamentos de cidadania organizacional : Que relação?
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Abstract(s)
Este estudo visa fornecer evidências empíricas adicionais sobre o impacto das Práticas de Gestão de Recursos Humanos (PGRH) nos Comportamentos de Cidadania Organizacional (CCO) mediado pela perceção de Empregabilidade. Para esse fim hipotetizou-se: (1) um impacto positivo das PGRH nos CCO; (2) um impacto positivo das PGRH na perceção de Empregabilidade Interna; (3) um impacto positivo das PGRH na perceção de Empregabilidade Externa; (4) um impacto positivo da perceção de Empregabilidade Interna nos CCO; (5) um impacto negativo da perceção de Empregabilidade Externa nos CCO. Seguidamente testou-se se a perceção de Empregabilidade Interna e de Empregabilidade Externa exerce um efeito mediador entre as PGRH e os CCO.
Participaram neste estudo 525 participantes, colaboradores em diferentes organizações de todo o território português. Os resultados revelaram um impacto significativo e positivo das PGRH nos CCO e ainda destas na perceção de Empregabilidade, tanto Interna como Externa. Apenas se comprovou parcialmente a existência de um impacto significativo da perceção de Empregabilidade, Interna e Externa, nos CCO, isto é, sobre uma das dimensões desta escala. Não se comprovou o efeito mediador da perceção de Empregabilidade, tanto Interna como Externa, na relação entre as PGRH e os CCO. Conclui-se que a perceção de Empregabilidade Interna e Externa pode ser um fator crítico no atual contexto laboral e que as PGRH têm um efeito positivo e significativo tanto nos CCO e como na perceção de Empregabilidade.
ABSTRACT: This study aims to supply empirical evidence on the impact of Human Resources Management (HRM) practices on the Organizational Citizenship Behaviour (OCB) mediated by the perception of Employability. For that purpose, it was hypothesized: (1) a positive impact of HRM practices on OCB; (2) a positive impact of HRM practices in the perception of Internal Employability; (3) a positive impact of HRM practices in the perception of External Employability; (4) a positive impact of the perception of Internal Employability on the OCB; (5) a negative impact of the perception of External Employability on the OCB. Following, it was tested if the perception of Internal Employability and External Employability had a mediating effect between the HRM practices and the OCB. The study included 525 participants, collaborators in different organizations across the entire Portuguese territory. The results revealed a positive and significant impact of the HRM practices on the OCB and of these on the perception of Employability, both Internal and External. A significant impact of the perception of Employability, Internal and External, on the OCB, was proven partially, i.e., only on one dimension of the scale. The mediating effect of the perception of Employability, both Internal as External, in the relationship between the HRM and OCB was not proven. It was concluded that the Perception of Employability, Internal and External, can be a critical factor in the current labor context, and that the HRM practices have a positive and significant effect both on the OCB and on the perception of Employability.
ABSTRACT: This study aims to supply empirical evidence on the impact of Human Resources Management (HRM) practices on the Organizational Citizenship Behaviour (OCB) mediated by the perception of Employability. For that purpose, it was hypothesized: (1) a positive impact of HRM practices on OCB; (2) a positive impact of HRM practices in the perception of Internal Employability; (3) a positive impact of HRM practices in the perception of External Employability; (4) a positive impact of the perception of Internal Employability on the OCB; (5) a negative impact of the perception of External Employability on the OCB. Following, it was tested if the perception of Internal Employability and External Employability had a mediating effect between the HRM practices and the OCB. The study included 525 participants, collaborators in different organizations across the entire Portuguese territory. The results revealed a positive and significant impact of the HRM practices on the OCB and of these on the perception of Employability, both Internal and External. A significant impact of the perception of Employability, Internal and External, on the OCB, was proven partially, i.e., only on one dimension of the scale. The mediating effect of the perception of Employability, both Internal as External, in the relationship between the HRM and OCB was not proven. It was concluded that the Perception of Employability, Internal and External, can be a critical factor in the current labor context, and that the HRM practices have a positive and significant effect both on the OCB and on the perception of Employability.
Description
Dissertação de Mestrado em Psicologia Social e das Organizações
Keywords
Práticas de gestão de recursos humanos (PGRH) Comportamentos de cidadania organizacional (CCO) Empregabilidade Human resources management (HRM) practices Organizational citizenship behaviour (OCB) Employability