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Percepção de justiça na avaliação de desempenho: Sua Influência na satisfação laboral
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Abstract(s)
Sendo as pessoas o capital mais valioso que as organizações possuem e estando num período de crise económica, a análise das práticas de gestão de recursos humanos ganha particular relevo. O presente estudo pretende analisar o papel das práticas de gestão de recursos humanos (Recrutamento, formação, avaliação de desempenho e remuneração) na percepção de empregabilidade dos colaboradores, assim como estudar o efeito mediador do suporte organizacional nesta relação. Foram inquiridos 117 sujeitos, pertencentes a uma empresa do sector da distribuição. Os resultados obtidos permitiram constatar que a dimensão recrutamento e formação têm uma relação positiva e significativa com a percepção de empregabilidade dos colaboradores. Assim como, se verificou que a dimensão avaliação de desempenho estabelece uma relação significativa com a percepção de suporte organizacional. Não se verificou o efeito mediador do suporte organizacional na relação entre as práticas de gestão de recursos humanos e a percepção de empregabilidade. Não sendo possível assegurar o conceito de segurança laboral, este estudo vem reforçar a importância do conceito de empregabilidade nas organizações.
Being people the most valuable capital that organizations have and being in a period of economic crisis, analysis of human resources management (HRM) practices gained particular relevance. This study aims to investigate the role of HRM practices (recruitment, training, performance appraisal and compensation) in the perception of employability of employees, and to study the mediating effect of organizational support in this relationship. The study was conducted among a sample of 117 employees from a company in the distribution sector. The results revealed that the dimension recruitment and training have a significant positive relationship with the perceived employability of employees. It was also found that the dimension performance evaluation provides a significant relationship with perceived organizational support. There was the mediating effect of organizational support on the relationship between human resource practices management and perceptions of employability. Because it isn’t possible to ensure the concept of job security, this study draws attention to the importance of the concept of employability in organizations
Being people the most valuable capital that organizations have and being in a period of economic crisis, analysis of human resources management (HRM) practices gained particular relevance. This study aims to investigate the role of HRM practices (recruitment, training, performance appraisal and compensation) in the perception of employability of employees, and to study the mediating effect of organizational support in this relationship. The study was conducted among a sample of 117 employees from a company in the distribution sector. The results revealed that the dimension recruitment and training have a significant positive relationship with the perceived employability of employees. It was also found that the dimension performance evaluation provides a significant relationship with perceived organizational support. There was the mediating effect of organizational support on the relationship between human resource practices management and perceptions of employability. Because it isn’t possible to ensure the concept of job security, this study draws attention to the importance of the concept of employability in organizations
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de Grau de Mestre na especialidade de Psicologia Social e das Organizações
Keywords
Práticas de gestão de recursos humanos Empregabilidade Suporte organizacional HRM practices Employability Organizational support