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Importância das práticas de gestão de recursos humanos sobre a empregabilidade e intenções de saída
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Abstract(s)
Com este estudo, pretendemos conhecer junto da População Ativa de Portugal, o impacto das Práticas de Gestão de Recursos Humanos (PGRH) na perceção da Empregabilidade e nas Intenções de saída das organizações a que pertencem. Como objetivos específicos definimos: a)Verificação do efeito positivo das PGRH nas intenções de saída; b)Verificação do impacto positivo das PGRH, na empregabilidade (interna e externa) dos trabalhadores ativos Portugueses; c) Análise do efeito mediador da empregabilidade (interna e externa) na relação entre PGRH e intenções de saída; d) Identificação das PGRH, que mais poderão influenciar positivamente a empregabilidade e as intenções de saída.
O presente estudo contou com a participação de 525 trabalhadores, de organizações Nacionais, com todo o tipo de vínculos laborais, oriundos do setor Púbico e Privado.
Os resultados confirmam, uma relação forte, positiva e significativa, entre as PGRH, e a perceção de Empregabilidade, tanto Interna como Externa e negativa significativa com as Intenções de Saída das Organizações.
Quanto ao efeito mediador da perceção de Empregabilidade, tanto Interna como Externa, na relação entre as PGRH e as Intenções de saída, não foi possível comprovar uma relação significativa.
Em função dos resultados obtidos, podemos concluir que os sistemas de PGRH, que as organizações adotam, podem ser promotores da empregabilidade, Empregabilidade dos seus colaboradores. Relativamente à sua relação com as intenções de saída, podemos concluir que quanto mais valor os trabalhadores dão às PGRH, menores são as suas intenções de saída.
ABSTRACT: With this study we intend to understand the impact of the Practice of Human Resource Management (PGRH) on the Active working Population of Portugal, the perception of employability and the Turnover . Specific objectives defined: a) Verification of the positive effect of PGRH to the turnover intentions, b ) Verification of the positive impact of PGRH in ( internal and external ) employability active Portuguese workers; c ) Analysis of the mediating effect of employability ( internal and external ) on the relationship between intentions and PGRH output d) Identification of PGRH , which could positively influence the employability and departure intentions. The present study had the participation of 525 employees of National organizations with all types of employment relationships arising in the Public and Private sector. The results confirmed a strong, positive and significant relationship between the PGRH , Employability and perception , both internally and externally and with significant negative intentions exit from Organizations. As for the mediating effect of perceptions of Employability, both internal and external, in the relationship between PGRH and turnover intentions, it was not possible to establish a significant relationship. On the results obtained, we conclude that the PGRH systems that organizations adopt, may be promoters of employability of its employees. Regarding its relationship with exit intentions, we can conclude that the more value workers give to PGRH, the lower their intentions to exit.
ABSTRACT: With this study we intend to understand the impact of the Practice of Human Resource Management (PGRH) on the Active working Population of Portugal, the perception of employability and the Turnover . Specific objectives defined: a) Verification of the positive effect of PGRH to the turnover intentions, b ) Verification of the positive impact of PGRH in ( internal and external ) employability active Portuguese workers; c ) Analysis of the mediating effect of employability ( internal and external ) on the relationship between intentions and PGRH output d) Identification of PGRH , which could positively influence the employability and departure intentions. The present study had the participation of 525 employees of National organizations with all types of employment relationships arising in the Public and Private sector. The results confirmed a strong, positive and significant relationship between the PGRH , Employability and perception , both internally and externally and with significant negative intentions exit from Organizations. As for the mediating effect of perceptions of Employability, both internal and external, in the relationship between PGRH and turnover intentions, it was not possible to establish a significant relationship. On the results obtained, we conclude that the PGRH systems that organizations adopt, may be promoters of employability of its employees. Regarding its relationship with exit intentions, we can conclude that the more value workers give to PGRH, the lower their intentions to exit.
Description
Dissertação de Mestrado em Psicologia Social e das Organizações apresentada ao ISPA - Instituto Universitário
Keywords
Práticas de gestão de recursos humanos (PGRH) Empregabilidade Intenções de saída Human resources management practices (PGRH) Employability Turnover intention