A carregar...
Publicação
“Eu sei e quero fazer” : Quanto mais competências, maior engagement
Orientador(es)
Resumo(s)
Este estudo visa fornecer evidências empíricas adicionais sobre o impacto das Práticas
Organizacionais de Desenvolvimento de Competências (PODC) no Engagement no trabalho e
analisar se esta relação é mediada pela Insegurança Laboral. Para esse fim hipotetizou-se: a
Insegurança Laboral tem um efeito mediador na relação entre as Práticas Organizacionais de
Desenvolvimento de Competências e o Engagement no trabalho.
Participaram neste estudo 302 participantes, colaboradores em diversas organizacões
sediados no território português. Os resultados revelaram que as Práticas Organizacionais de
Desenvolvimento de Competências têm um efeito significativo e positivo no Engagement no
trabalho e um efeito significativo e negativo na Insegurança Laboral. A Insegurança Laboral
tem um impacto significativo e negativo no Engagement no trabalho. Comprovou-se um
efeito de mediação parcial da Insegurança Laboral na relação entre as PODC e o Engagement
no trabalho. Testou-se ainda o efeito mediador de cada uma das dimensões da escala de
PODC (Formação, Suporte Individualizado e Rotação Funcional) na relação entre as PODC e
o Engagement no trabalho, comprovando-te também um efeito de mediação parcial da
Insegurança Laboral em cada uma destas relações.
ABSTRACT: This study aims to provide further empirical evidence of the impact of the Organizational Practices of Skills Development (OPSD) on work engagement and also to analyse whether this relationship is mediated by job insecurity. In order to achieve those goals, it was hypothesised that job insecurity would have a mediating effect on the relationship between the Organizational Practices of Skills Development and work engagement. 302 participants took part in this study, all of whom are employees in various Portuguese organizations. Results revealed that the Organizational Practices of Skills Development have a significant positive effect on work engagement and a significant negative effect on job insecurity. Furthermore, job insecurity has a significant negative impact on work engangement. A partial mediation effect of job insecurity on the relationship between the OPSD and work engagement was obtained. It was tested the mediation effect of each of the OPSD scale dimensions (Training, Invidualised Support, and Functional Rotation) on the relationship between the OPSD and work engagement, and a partial mediation effect of job insecurity on each of these relationships was also obtained.
ABSTRACT: This study aims to provide further empirical evidence of the impact of the Organizational Practices of Skills Development (OPSD) on work engagement and also to analyse whether this relationship is mediated by job insecurity. In order to achieve those goals, it was hypothesised that job insecurity would have a mediating effect on the relationship between the Organizational Practices of Skills Development and work engagement. 302 participants took part in this study, all of whom are employees in various Portuguese organizations. Results revealed that the Organizational Practices of Skills Development have a significant positive effect on work engagement and a significant negative effect on job insecurity. Furthermore, job insecurity has a significant negative impact on work engangement. A partial mediation effect of job insecurity on the relationship between the OPSD and work engagement was obtained. It was tested the mediation effect of each of the OPSD scale dimensions (Training, Invidualised Support, and Functional Rotation) on the relationship between the OPSD and work engagement, and a partial mediation effect of job insecurity on each of these relationships was also obtained.
Descrição
Dissertação de Mestrado apresentada ao ISPA - Insituto Universitário
Palavras-chave
Práticas organizacionais de desenvolvimento de competências Engagement Insegurança laboral Organizational practices of skills development Engagement Job insecurity