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Publication
Gestão de recursos humanos, comportamentos de cidadania e intenções de saída na administração pública
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Advisor(s)
Abstract(s)
Esta investigação teve como objectivo estudar a influência que as práticas de gestão de recursos
humanos têm sobre os comportamentos de cidadania organizacional e as intenções de saída
voluntária tentando replicar um estudo realizado nos EUA e comparando os respectivos
resultados. Hipotetizou-se que as PGRH exerceriam um impacto positivo sobre os CCO e
negativo sobre as intenções de saída, bem como, se existia um papel mediador dos CCO na
relação entre as PGRH e as intenções de saída.
Participaram neste estudo 165 indivíduos, todos funcionários públicos de diferentes zonas do
país, através de um questionário disponibilizado online. Os resultados corroboraram as primeiras
duas hipóteses, ou seja, as PGRH têm um impacto positivo sobre os CCO e um impacto
negativo sobre as intenções de saída e a última hipótese não foi corroborada, isto é, não se
detectou que os CCO exerçam um efeito mediador sobre as outras duas variáveis. Conclui-se
que este estudo comparativamente com o estudo realizado por Benjamin e Udechukwu (2014)
revelou melhores qualidades métricas. Mostrou também que nos trabalhadores da função pública
portuguesa existe influência das PGRH sobre os CCO e as Intenções de Saída, no caso
dos trabalhadores da função pública americana não se confirmou nehuma das hipoteses formuladas.
ABSTRACT: This investigation had the purpose to study the influence that Human Resources Management (HRM) has on Organizational Citizenship Behaviors (OCB) and Turnover Intentions trying to replicate a study conducted on USA. It was hypothesized that the HRM would exercise a positive impact over the OCB and a negative one over the Turnover Intentions, as well if there was a mediator role of the OCB over the HRMP and the Turnover Intentions. 165 individuals took part in this study, all civil servants from different areas of the country, through a survey made available online. The results corroborated the first two hypotheses, which is, that the HRM have a positive impact over the OCB e a negative one over the Turnover Intentions and the last hypothesis was not corroborated, which is, the OCB does not exercise a mediating role. It is concluded that this study, comparatively to the study from Benjamin and Udechukwu (2014), has revealed better metric qualities. It also showed that in the Portuguese Public Sector workers' there is an influence of the HRM over the OCB and the Turnover Intentions, on the American Public Sector workers' case did not occur influence.
ABSTRACT: This investigation had the purpose to study the influence that Human Resources Management (HRM) has on Organizational Citizenship Behaviors (OCB) and Turnover Intentions trying to replicate a study conducted on USA. It was hypothesized that the HRM would exercise a positive impact over the OCB and a negative one over the Turnover Intentions, as well if there was a mediator role of the OCB over the HRMP and the Turnover Intentions. 165 individuals took part in this study, all civil servants from different areas of the country, through a survey made available online. The results corroborated the first two hypotheses, which is, that the HRM have a positive impact over the OCB e a negative one over the Turnover Intentions and the last hypothesis was not corroborated, which is, the OCB does not exercise a mediating role. It is concluded that this study, comparatively to the study from Benjamin and Udechukwu (2014), has revealed better metric qualities. It also showed that in the Portuguese Public Sector workers' there is an influence of the HRM over the OCB and the Turnover Intentions, on the American Public Sector workers' case did not occur influence.
Description
Dissertação de Mestrado apresentada ao ISPA - CRL
Keywords
Práticas de gestão de recursos humanos (PGRH) Comportamentos de cidadania organizacional (CCO) Intenções de saída Human resources management (HRM) Organizational citizenship behavior (OCB) Turnover intentions (TI)