Loading...
Publication
O efeito moderador do bem-estar psicológico na relação entre as práticas de gestão de recursos humanos e o comportamento organizacional inovador
Authors
Advisor(s)
Abstract(s)
Existem evidências de que as práticas de gestão de recursos humanos são um importante preditor da performance organizacional, mais concretamente do comportamento organizacional inovador. O comportamento inovador tem sido estudado através de várias perspectivas, mas a informação é escassa no que diz respeito aos processos individuais subjacentes a esta relação. O interesse da presente investigação assenta no estudo da importância da influência do bem-estar psicológico neste processo. Assim, usando uma amostra constituída por 130 participantes de uma área não operacional de uma empresa e através de uma abordagem quantitativa e de cariz exploratório, foi constituído um modelo de estudo onde se analisa o impacto da flexibilidade funcional, do clima organizacional de inovação e da cultura de inovação no comportamento inovador, sob moderação do bem-estar psicológico, usando o método de regressão linear para a testagem das hipóteses.
Os resultados confirmam que as práticas de gestão de recursos humanos, nomeadamente a flexibilidade funcional, o clima e a cultura se assumem de facto, como importantes preditores do comportamento organizacional inovador. Contudo, o efeito de moderação do bem-estar psicológico não pode ser sustentado na sua totalidade, em virtude de os resultados encontrados não serem inequívocos para todas as práticas de GRH analisadas. Foi igualmente verificado que todas as práticas em estudo se encontram correlacionadas entre si e que o BEP se encontra associado às mesmas.
ABSTRACT: Several available evidence suggest that human resource management practices are an important predictor of organizational performance, mainly of innovative work behaviour. Innovative behaviour has been studied through several perspectives. However, there exists a lack of information regarding the individual processes underlying this relationship. Investigating the importance of the influence of psychological well-being in this process is the main interest of this investigation. Therefore, using a 130 subject sample of a non-operational area of a company and through a quantitative and exploratory approach, a linear regression was executed testing a model that analyzes the impact of functional flexibility, organizational innovative climate and culture on innovative behaviour, investigating as well the possible moderating impact of psychological well- being. Results reveal that human resource management practices (in particular functional flexibility, innovation climate and culture) are in fact important predictors of innovative work behaviour. However, the moderator effect of psychological well-being isn‟t clearly confirmed, with found results not being clear for all the discussed practices. Moreover, it was found that every practice in the present study is correlated with the other practices and with the PWB.
ABSTRACT: Several available evidence suggest that human resource management practices are an important predictor of organizational performance, mainly of innovative work behaviour. Innovative behaviour has been studied through several perspectives. However, there exists a lack of information regarding the individual processes underlying this relationship. Investigating the importance of the influence of psychological well-being in this process is the main interest of this investigation. Therefore, using a 130 subject sample of a non-operational area of a company and through a quantitative and exploratory approach, a linear regression was executed testing a model that analyzes the impact of functional flexibility, organizational innovative climate and culture on innovative behaviour, investigating as well the possible moderating impact of psychological well- being. Results reveal that human resource management practices (in particular functional flexibility, innovation climate and culture) are in fact important predictors of innovative work behaviour. However, the moderator effect of psychological well-being isn‟t clearly confirmed, with found results not being clear for all the discussed practices. Moreover, it was found that every practice in the present study is correlated with the other practices and with the PWB.
Description
Dissertação de Mestrado apresentada ao ISPA - Instituto Universitário
Keywords
Práticas GRH Comportamento organizacional inovador Bem-Estar psicológico HRM practices Innovative work behaviour Psychological well-Being