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O compromisso organizacional num contexto de insegurança laboral
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Abstract(s)
Este estudo pretende analisar a relação entre Insegurança Laboral e Compromisso Organizacional e verificar se as Práticas de Gestão de Recursos Humanos exercem um efeito moderador nesta relação. Participaram neste estudo 525 participantes, colaboradores de diferentes organizações de todo o território português. Os resultados revelaram um efeito negativo e significativo entre Insegurança Laboral e Compromisso Afetivo; um efeito negativo e significativo entre Insegurança Laboral e Compromisso Normativo e um efeito positivo mas não significativo entre Insegurança Laboral e Compromisso Calculativo. Não foi possível comprovar a existência de um efeito moderador das Práticas de Gestão de Recursos Humanos na relação entre Insegurança Laboral e Compromisso Afetivo e Insegurança Laboral e Compromisso Normativo. Verificou-se, no entanto, um efeito moderador das Práticas de Gestão de Recursos Humanos na relação entre Insegurança Laboral e Compromisso Calculativo. Observou-se ainda que, as Práticas de Gestão de Recursos Humanos que exerceram um efeito moderador na relação entre Insegurança Laboral e Compromisso Calculativo foram: Integração e Acolhimento; Avaliação de Desempenho, Carreira e Comunicação
ABSTRACT This study aims to provide empirical evidence about the relationship between Job Insecurity and Organizational Commitment. Additionally, it has been tested if Human Resources Management (HRM) practices plays a moderator effect on the relationship between Job Insecurity and Organizational Commitment. The results were based on a sample of 525 individuals, working in different organizations across the country. Results indicated a negative and significant relationship between Job Insecurity and Affective Commitment; a negative and sigificant relationship between Job Insecurity and Normative Commitment and a positive but not significant relationship between Job Insecurity and Continuance Commitment. It was not possible to establish a moderation effect of Human Resources Management (HRM) practices in the relationship between Job Insecurity and Affective Commitment and Normative Commitment. However there was a moderating effect of the Human Resources Management (HRM) practices in the relationship between Job Insecurity and Continuance Commitment. The study also finds that the Human Resources Management (HRM) practices that have a moderation effect between Job Insecurity and Continuance Commitment were Reception and Integration, Performance Appraisal, Career and Communication.
ABSTRACT This study aims to provide empirical evidence about the relationship between Job Insecurity and Organizational Commitment. Additionally, it has been tested if Human Resources Management (HRM) practices plays a moderator effect on the relationship between Job Insecurity and Organizational Commitment. The results were based on a sample of 525 individuals, working in different organizations across the country. Results indicated a negative and significant relationship between Job Insecurity and Affective Commitment; a negative and sigificant relationship between Job Insecurity and Normative Commitment and a positive but not significant relationship between Job Insecurity and Continuance Commitment. It was not possible to establish a moderation effect of Human Resources Management (HRM) practices in the relationship between Job Insecurity and Affective Commitment and Normative Commitment. However there was a moderating effect of the Human Resources Management (HRM) practices in the relationship between Job Insecurity and Continuance Commitment. The study also finds that the Human Resources Management (HRM) practices that have a moderation effect between Job Insecurity and Continuance Commitment were Reception and Integration, Performance Appraisal, Career and Communication.
Description
Dissertação de Mestrado em Psicologia Social e das Organizações, apresentada ao ISPA - Instituto Universitário
Keywords
Insegurança laboral Compromisso organizacional Práticas de gestão de recursos humanos Job insecurity Organizational commitment Human resources management (HRM) practices