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Publication
Práticas de gestão de recursos humanos e comprometimento organizacional no setor bancário português
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Advisor(s)
Abstract(s)
O presente estudo tem como objetivo aferir a perceção dos trabalhadores em relação às
práticas de gestão de recursos humanos e comprometimento organizacional no setor bancário
português.O objetivo principal do estudo é o de identificar de que forma as práticas de gestão
de recursos humanos podem cooperar para desenvolver e manter o comprometimento
organizacional dos trabalhadores. Como objetivos específicos pretende-se aferir a perceção
que os trabalhadores têm das práticas de gestão de recursos humanos em vigor na sua
organização, assim como identificar o tipo de comprometimento organizacional desses
mesmos trabalhadores. O estudo integra o enquadramento teórico e um estudo empírico. A
nível teórico abordámos a evolução da gestão de recursos humanos, a gestão estratégica de
recursos humanos e as práticas de gestão de recursos humanos, nomeadamente as de
elevado desempenho. Recolhemos igualmente literatura sobre a temática de comprometimento
organizacional e a sua relação com as práticas de gestão de recursos humanos. A nível
metodológico, aplicámos um questionário que tem por base o modelo e instrumento dos
autores Allen e Meyer (1997) no âmbito da temática do comprometimento organizacional e que
tem vindo a ser amplamente investigado, tendo-se verificado elevados índices de precisão nos
vários estudos realizados. Nascimento et al. (2008) realizaram um estudo de forma a validar o
“Modelo dos Três Componentes do Comprometimento Organizacional” para o contexto
português e foi o utilizado no presente estudo.Para aferir a percepção dos trabalhadores sobre
as práticas de gestão de recursos humanos na organização, utilizámos o questionário aplicado
e testado por Esteves (2008). Os resultados obtidos estão, de um modo geral, de acordo com
outros estudos empíricos.
This study has the purpose of analysing the workers perception regarding human resources management and organizational commitment in the portuguese banking sector. The primary target is to identify how human resources management practices can help develop and maintain workers organizational commitment. This study also pretends to find out how well workers know the human resources management practices currently in use in their organization as well as their commitment to those practices. This study has also a theoretical positioning and an empirical study. Theoretically we approached the evolution, the strategy and practices on human resources management, specially on high performances. We collected literature about organizational commitment and its relation to human resources management techniques. The method used, was a number of questions based on the model and instruments of the authors Allen and Meyer (1997), regarding the organizational commitment that has been and still is widely investigated, with very high standards of accuracy. Nascimento et al. (2008), made a study to validate the “Model of the Three Components of Organizational Commitment” applied to Portuguese reality, a model we used in the present study. In order to know workers’ perception of human resources management techniques in the Organization, we used the Model of Questioning tested and applied by Esteves (2008). The results obtained are, in general, in line with other similar studies made.
This study has the purpose of analysing the workers perception regarding human resources management and organizational commitment in the portuguese banking sector. The primary target is to identify how human resources management practices can help develop and maintain workers organizational commitment. This study also pretends to find out how well workers know the human resources management practices currently in use in their organization as well as their commitment to those practices. This study has also a theoretical positioning and an empirical study. Theoretically we approached the evolution, the strategy and practices on human resources management, specially on high performances. We collected literature about organizational commitment and its relation to human resources management techniques. The method used, was a number of questions based on the model and instruments of the authors Allen and Meyer (1997), regarding the organizational commitment that has been and still is widely investigated, with very high standards of accuracy. Nascimento et al. (2008), made a study to validate the “Model of the Three Components of Organizational Commitment” applied to Portuguese reality, a model we used in the present study. In order to know workers’ perception of human resources management techniques in the Organization, we used the Model of Questioning tested and applied by Esteves (2008). The results obtained are, in general, in line with other similar studies made.
Description
Dissertação de Mestrado em Gestrão Estratégica de Recursos Humanos
Keywords
Práticas de gestão de recursos humanos Comprometimento organizacional Setor bancário Human resources management Organizational commitment Banking sector
Pedagogical Context
Citation
Publisher
Escola Superior de Ciências Empresariais