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O impacto das práticas de gestão de recursos humanos no desempenho profissional: O efeito de mediação do engagement no trabalho
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Abstract(s)
Este estudo fornece evidências empíricas adicionais sobre o impacto das práticas de gestão de recursos humanos no desempenho profissional, mediado pelo engagement no trabalho. Esta relação é analisada com base em sete práticas de gestão de recursos humanos - integração e acolhimento, formação, avaliação de desempenho, carreira, recompensas, comunicação e celebração -, sendo cada uma das práticas também analisada individualmente. Um total de 119 participantes, a atuar no momento numa organização detentora de departamento de Gestão de Recursos Humanos, foram selecionados a partir da população Portuguesa. Estes participantes foram aleatoriamente selecionados, atuando em diferentes áreas de negócio, e contribuíram voluntariamente para este estudo através de um questionário online. Os resultados confirmam um impacto significativo e positivo apenas entre as práticas avaliação de desempenho e comunicação e o desempenho profissional, sendo que a relação entre as todas práticas e o desempenho profissional foi apenas parcialmente confirmada. Não se confirmou o efeito de mediação entre as práticas e o desempenho profissional. Todas as práticas têm impacto significativo e positivo no engagement no trabalho e o engagement no trabalho tem um impacto significativo e positivo no desempenho profissional. O foco nas práticas de gestão de recursos humanos e em programas desenvolvidos para melhorar o engagement no trabalho tornam-se cruciais e merecem ser considerados pelas organizações, que devem ser capazes de melhorar os níveis de engagement no trabalho através das práticas. Colaboradores engaged têm níveis mais elevados de desempenho profissional. Sugestões para futuras investigações bem como implicações teóricas, metodológicas e práticas são discutidas.
This study supplies additional empirical evidence about the impact of the human resources management practices on employee performance, mediated by employee engagement. This relationship is analyzed by seven human resources management practices - integration and newcomer hosting, training, career, performance appraisal, rewards, communication and celebration - where each practice is also analyzed individually. A total of 119 participants, currently working at an organization with Human Resources Management department, were selected from the Portuguese population. These participants were randomly selected from a variety of different business areas and all contributed voluntarily to this study through an online survey. Results confirm a significant and positive impact only between performance appraisal and communication practices and employee performance. The relationship between all practices and employee performance was only partially confirmed. The mediation effect between the practices and employee performance was not confirmed. All practices have a significant and positive impact on employee engagement and employee engagement has a significant and positive impact on employee performance. The focus on human resources management practices and on programs developed to improve employee engagement become crucial and deserve to be considered by organizations who should be able to improve engagement levels. Engaged employees show higher levels of performance. Suggestions for future research as well as theoretical, methodological and practical implications are discussed.
This study supplies additional empirical evidence about the impact of the human resources management practices on employee performance, mediated by employee engagement. This relationship is analyzed by seven human resources management practices - integration and newcomer hosting, training, career, performance appraisal, rewards, communication and celebration - where each practice is also analyzed individually. A total of 119 participants, currently working at an organization with Human Resources Management department, were selected from the Portuguese population. These participants were randomly selected from a variety of different business areas and all contributed voluntarily to this study through an online survey. Results confirm a significant and positive impact only between performance appraisal and communication practices and employee performance. The relationship between all practices and employee performance was only partially confirmed. The mediation effect between the practices and employee performance was not confirmed. All practices have a significant and positive impact on employee engagement and employee engagement has a significant and positive impact on employee performance. The focus on human resources management practices and on programs developed to improve employee engagement become crucial and deserve to be considered by organizations who should be able to improve engagement levels. Engaged employees show higher levels of performance. Suggestions for future research as well as theoretical, methodological and practical implications are discussed.
Description
Dissertação de Mestrado em Psicologia Organizacional, apresentada ao ISPA - Instituto Universitário
Keywords
Gestão de Recursos Humanos Práticas de Gestão de Recursos Humanos Integração e Acolhimento Formação Avaliação de Desempenho Carreira Recompensas Comunicação Celebração Desempenho Profissional Engagement no Trabalho Human Resources Management Human Resources Management Practices Integration and Newcomer Hosting Training Career Performance Appraisal Rewards Communication Celebration Employee Performance Employee Engagement