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Gestão sustentável de recursos humanos e desempenho: O efeito mediador da identificação organizacional
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| 1.38 MB | Adobe PDF |
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Abstract(s)
As organizações têm sido extremamente pressionadas a reposicionarem as suas linhas de atuação em matéria de Gestão Sustentável de Recursos Humanos (GSRH) devido à crescente preocupação em torno da sustentabilidade ambiental e do cumprimento dos 17 Objetivos de Desenvolvimento Sustentável (ODS), divulgados pela Organização das Nações Unidas (ONU). Neste sentido, torna-se necessário adotar políticas mais eficientes, sustentáveis e capazes de minimizar e desacelerar o impacto das alterações climáticas e da destruição dos recursos naturais. Desta forma, desenvolveu-se um estudo empírico, de natureza quantitativa e descritiva, com carácter hipotético-dedutivo, com o intuito de contribuir para uma compreensão mais aprofundada sobre a GSRH tendo como foco a perceção formulada pelos colaboradores em relação à organização aquando da implementação de práticas green. Concomitantemente, pretende-se aferir se a identificação organizacional constitui um dos mecanismos pelo qual é explicado o efeito das práticas de GSRH sobre o desempenho.
Os resultados obtidos a partir da amostra constituída por 215 participantes, dos quais 75 (34.9%) eram do género masculino e 140 (65.1%) do género feminino, com uma média de idades de 40.41, permitem confirmar a pertinência da adoção de uma Gestão Sustentável de Recursos Humanos para bons níveis de Identificação Organizacional e Desempenho Individual, mais concretamente, Desempenho de Contexto.
ABSTRACT: Organizations have been under extreme pressure to reposition their lines of action in terms of Sustainable Human Resources Management (GSRH) due to the growing concern around environmental sustainability and compliance with the 17 Sustainable Development Goals (SDGs), published by the Organization of United Nations (UN). In this sense, it is necessary to adopt more efficient, sustainable policies capable of minimizing and slowing down the impact of climate change and the destruction of natural resources. In this way, an empirical study was developed, in a quantitative and descriptive way, with a hypothetical-deductive nature, with the aim of contributing to a more in-depth understanding of GSRH, focusing on the perception formulated by employees in relation to the organization at the time of implementation of green practices. At the same time, we intend to assess whether organizational identification constitutes one of the mechanisms by which the effect of GSRH practices on performance is explained. The results obtained from the sample made up of 215 participants, of which 75 (34.9%) were male and 140 (65.1%) were female, with an average age of 40.41, allow us to confirm the relevance of adopting a Management Sustainable Human Resources for good levels of Organizational Identification and Individual Performance, more specifically, Context Performance.
ABSTRACT: Organizations have been under extreme pressure to reposition their lines of action in terms of Sustainable Human Resources Management (GSRH) due to the growing concern around environmental sustainability and compliance with the 17 Sustainable Development Goals (SDGs), published by the Organization of United Nations (UN). In this sense, it is necessary to adopt more efficient, sustainable policies capable of minimizing and slowing down the impact of climate change and the destruction of natural resources. In this way, an empirical study was developed, in a quantitative and descriptive way, with a hypothetical-deductive nature, with the aim of contributing to a more in-depth understanding of GSRH, focusing on the perception formulated by employees in relation to the organization at the time of implementation of green practices. At the same time, we intend to assess whether organizational identification constitutes one of the mechanisms by which the effect of GSRH practices on performance is explained. The results obtained from the sample made up of 215 participants, of which 75 (34.9%) were male and 140 (65.1%) were female, with an average age of 40.41, allow us to confirm the relevance of adopting a Management Sustainable Human Resources for good levels of Organizational Identification and Individual Performance, more specifically, Context Performance.
Description
Dissertação de Mestrado apresentada no Ispa – Instituto
Universitário para obtenção de grau de Mestre na
especialidade de Psicologia Social e das Organizações
Keywords
Gestão sustentável de recursos humanos Identificação organizacional Desempenho de tarefa Desempenho de contexto Sustainable human resource management Organizational identification Task performance Context performance