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Publication
Relação entre as percepções de Práticas de Gestão de Recursos Humanos e o Engagement dos Trabalhadores : moderação da importância atribuída às práticas de recursos humanos
Advisor(s)
Abstract(s)
O estudo foi motivado pela ausência de estudos sobre o efeito moderador da importância atribuída às práticas de recursos humanos, na relação entre a perceção das práticas de recursos humanos e o engagement, dos colaboradores, pelo qual pouco se sabe.
Segundo Harter et al. (2009) o engagement está relacionado com vários aspetos de desempenho laboral, portanto, perceber se a importância atribuída tem um papel mediador, na relação entre a perceção das práticas de recursos humanos e o engagement, poderá ser uma forma de personalizar as práticas de gestão de recursos humanos e, consequentemente, levar a melhores resultados de produtividade.
Face a tal ausência, desenhou-se este estudo não experimental com o objetivo de perceber se existe ou não um efeito de moderação da variável anteriormente referida em profissionais a trabalhar por conta de outrem em Portugal.
O estudo conta com a participação de 152 indivíduos, com idades entre 21 e 63 anos, com a maioria a laboral no setor terciário (86.8%) e com um Diretor de Recursos Humanos (78.3%).
Utilizaram-se a escala de Perceção Global de Práticas de Recursos Humanos de Cesário (2015) e uma versão traduzida da escala ISA Engagement Scale de Soane et al. (2012). Construiu-se também uma escala adaptada da escala de Cesário (2015) para aferir a importância atribuída às práticas de gestão de recursos humanos.
Os resultados confirmam a existência de um efeito de moderação, pelo que a Importância Atribuída exerce um papel moderador nas relações entre as Perceções das Práticas de Recursos Humanos e o Engagement, indo de encontro à presente literatura.
The study was motivated by the absence of studies on the moderating effect of the importance attributed to human resources practices, on the relationship between the perception of human resources practices and the engagement of employees, for which little is known, and make way for future studies. According to Harter et al. (2009) engagement is related to various aspects of work performance, therefore, understanding whether the importance attributed has a moderation effect in the relationship between the perception of human resources practices and engagement may be a way to personalize practices of human resources management and, consequently, lead to better productivity outcomes. Given this absence, this non-experimental study was designed with the aim of understanding whether or not there is a moderation effect of the mentioned variable in employees working Portugal. The study has the participation of 152, aged between 21 and 63 years, with the majority working in the tertiary sector (i.e. services) (86.8%) and with a Human Resources Director (78.3%). It was used the scale of Global Perception of Human Resources Practices by Cesário (2015) and a translated version of the ISA Engagement Scale by Soane et al. (2012). A scale adapted from the scale of Cesário (2015) was also constructed to assess the importance attributed to human resource management practices. The results confirm the existence of a moderating effect, whereby the Attributed Importance plays a moderating role in the relations between Perceptions of Human Resources Practices and Engagement,supporting the present literature.
The study was motivated by the absence of studies on the moderating effect of the importance attributed to human resources practices, on the relationship between the perception of human resources practices and the engagement of employees, for which little is known, and make way for future studies. According to Harter et al. (2009) engagement is related to various aspects of work performance, therefore, understanding whether the importance attributed has a moderation effect in the relationship between the perception of human resources practices and engagement may be a way to personalize practices of human resources management and, consequently, lead to better productivity outcomes. Given this absence, this non-experimental study was designed with the aim of understanding whether or not there is a moderation effect of the mentioned variable in employees working Portugal. The study has the participation of 152, aged between 21 and 63 years, with the majority working in the tertiary sector (i.e. services) (86.8%) and with a Human Resources Director (78.3%). It was used the scale of Global Perception of Human Resources Practices by Cesário (2015) and a translated version of the ISA Engagement Scale by Soane et al. (2012). A scale adapted from the scale of Cesário (2015) was also constructed to assess the importance attributed to human resource management practices. The results confirm the existence of a moderating effect, whereby the Attributed Importance plays a moderating role in the relations between Perceptions of Human Resources Practices and Engagement,supporting the present literature.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção do grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Gestão de recursos humanos Gestão de Recursos Humanos Perceção Práticas de recursos humanos Importância atribuída Human resources management Perception Human resources management Practices Attributed importance