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Publication
Fatores de Fixação de Recursos Humanos nas Empresas
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.72 MB | Adobe PDF |
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Abstract(s)
O reconhecimento no trabalho e o seu impacto no envolvimento e desempenho dos colaboradores têm sido temas bastante debatidos. Neste sentido, este estudo tem como objetivo avaliar a influência do reconhecimento no envolvimento dos funcionários e verificar se o desempenho modera esta relação. A população alvo foi composta por 308 participantes, com idades entre 25 e 34 anos (55,50%), sendo 58,40% do sexo masculino. O instrumento principal foi o Utrecht Work Engagement Scale (UWES), que mediu o envolvimento em três dimensões: vigor, dedicação e absorção. O reconhecimento no trabalho foi avaliado pelo Workplace Recognition Survey, e o desempenho pelo Individual Work Performance Questionnaire (IWPQ). A análise dos dados foi realizada no programa estatístico Statistical Package for the Social Sciences - SPSS (versão 28.0), utilizando regressões lineares e análise de moderação através do modelo PROCESS.
Os principais resultados revelaram que o reconhecimento apresentou uma relação negativa com o envolvimento no trabalho, especialmente nas dimensões de vigor e dedicação. O desempenho moderou significativamente esta relação, sendo que funcionários de alto desempenho demonstraram menor envolvimento com o aumento do reconhecimento. Conclui-se que o reconhecimento no trabalho pode ter um efeito adverso, especialmente entre funcionários de alto desempenho. Este estudo sugere a necessidade de práticas de reconhecimento personalizadas para melhorar o envolvimento e a motivação.
Recognition at work and its impact on employee engagement and performance have been widely debated topics. In this sense, this study aims to evaluate the influence of recognition on employee engagement and to verify whether performance moderates this relationship. The target population consisted of 308 participants. The main instrument was the Utrecht Work Engagement Scale (UWES), which measured engagement in three dimensions: vigor, dedication and absorption. Recognition at work was assessed by the Workplace Recognition Survey, and performance by the Individual Work Performance Questionnaire (IWPQ). Data analysis was performed in the Statistical Package for the Social Sciences - SPSS (version 28.0), using linear regressions and moderation analysis through the PROCESS model. The main results revealed that recognition had a negative relationship with engagement at work, especially in the dimensions of vigor and dedication. Performance significantly moderated this relationship, with high performers showing lower engagement with increased recognition. It is concluded that recognition at work can have an adverse effect, especially among high performers. This study suggests the need for tailored recognition practices to improve engagement and motivation.
Recognition at work and its impact on employee engagement and performance have been widely debated topics. In this sense, this study aims to evaluate the influence of recognition on employee engagement and to verify whether performance moderates this relationship. The target population consisted of 308 participants. The main instrument was the Utrecht Work Engagement Scale (UWES), which measured engagement in three dimensions: vigor, dedication and absorption. Recognition at work was assessed by the Workplace Recognition Survey, and performance by the Individual Work Performance Questionnaire (IWPQ). Data analysis was performed in the Statistical Package for the Social Sciences - SPSS (version 28.0), using linear regressions and moderation analysis through the PROCESS model. The main results revealed that recognition had a negative relationship with engagement at work, especially in the dimensions of vigor and dedication. Performance significantly moderated this relationship, with high performers showing lower engagement with increased recognition. It is concluded that recognition at work can have an adverse effect, especially among high performers. This study suggests the need for tailored recognition practices to improve engagement and motivation.
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Keywords
Reconhecimento no trabalho Envolvimento Desempenho