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Publication
Human resources management and organizational commitment behaviors: study in a social solidarity institution
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Advisor(s)
Abstract(s)
Objetivo: Identificar e analisar a relação entre as práticas de gestão de recursos
humanos e o comprometimento organizacional dos trabalhadores de uma Instituição
Particular de Solidariedade Social.
Referencial Teórico: Centra-se no estudo das práticas de trabalho de alto
desempenho (Pfeffer, 1998; Becker et al., 2001) e do modelo de comprometimento
organizacional de Meyer e Allen (1991, 1997), baseado em três componentes,
subjacentes a três estados psicológicos: afetivo, normativo e calculativo.
Método: Foi realizado um estudo de caso numa uma Instituição Particular de
Solidariedade Social, tendo por base a realização de uma entrevista semidiretiva ao
responsável da instituição e a aplicação de um inquérito por questionário sobre as
componentes do comprometimento organizacional (Nascimento et al., 2008) e sobre
a perceção dos trabalhadores relativamente às práticas de trabalho de elevado
desempenho (Esteves, 2008). A amostra é maioritariamente constituída por
profissionais do sexo feminino, entre os 35 e os 44 anos, com licenciatura ou 12º ano
de escolaridade. Com funções na área da educação.
Resultados e Discussão: Conclui-se que as práticas de gestão de recursos humanos
estão presentes de forma diferenciada nesta organização e que os trabalhadores estão
comprometidos a diferentes níveis. Paralelamente, verifica-se uma correlação, por
vezes estatisticamente significativa, entre as práticas de recursos humanos e o
comprometimento normativo e uma baixa correlação, sem significância estatística,
entre as práticas de recursos humanos e o comprometimento afetivo.
Implicações da Pesquisa: Permite o enriquecimento do conhecimento das práticas
de gestão de recursos humanos e do comprometimento organizacional, bem como do
relacionamento que estabelecem entre si num contexto particular associado a
instituições de solidariedade social, contribuindo para a conceção de sistemas de
gestão centrados no comportamento organizacional.
Originalidade/Valor: Foi o primeiro estudo realizado em contexto nacional sobre os
dois constructos em instituições de solidariedade social, contribuindo para o aumento
do conhecimento sobre a interrelação entre os dois construtos ao destacar a
importância de uma abordagem relacional e reflexiva sobre a importância do
comportamento organizacional.
Objective: To Identify and analyze the relationship between human resources management practices and the organizational commitment of workers at a Private Social Solidarity Institution. Theoretical Framework: It focuses on the study of high-performance work practices (Pfeffer, 1998; Becker et al., 2001) and Meyer and Allen (1991, 1997) organizational commitment model, based on three components, underlying three psychological states: affective, normative, and calculative. Method: A case study was carried out in a Private Social Solidarity Institution, based on a semi-directive interview with the person responsible for the institution and the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and on workers' perception of high-performance work practices (Esteves, 2008). The sample is mostly made up of female professionals, between 35 and 44 years old, with a degree or 12th year of scholarity, with functions in the area of education. Results and Discussion: It is concluded that human resources management practices are present in different ways in this organization and that workers are committed at different levels. At the same time, there is a correlation, sometimes statistically significant, between human resources practices and normative commitment and a low correlation, without statistical significance, between human resources practices and affective commitment. Research Implications: It allows the enrichment of knowledge of human resources management practices and organizational commitment, as well as the relationships they establish with each other in a particular context associated with social solidarity institutions, contributing to the design of management systems focused on organizational behavior. Originality/Value: It was the first study carried out in a national context on the two constructs in social solidarity institutions, contributing to increasing knowledge about the interrelationship between the two constructs by
Objective: To Identify and analyze the relationship between human resources management practices and the organizational commitment of workers at a Private Social Solidarity Institution. Theoretical Framework: It focuses on the study of high-performance work practices (Pfeffer, 1998; Becker et al., 2001) and Meyer and Allen (1991, 1997) organizational commitment model, based on three components, underlying three psychological states: affective, normative, and calculative. Method: A case study was carried out in a Private Social Solidarity Institution, based on a semi-directive interview with the person responsible for the institution and the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and on workers' perception of high-performance work practices (Esteves, 2008). The sample is mostly made up of female professionals, between 35 and 44 years old, with a degree or 12th year of scholarity, with functions in the area of education. Results and Discussion: It is concluded that human resources management practices are present in different ways in this organization and that workers are committed at different levels. At the same time, there is a correlation, sometimes statistically significant, between human resources practices and normative commitment and a low correlation, without statistical significance, between human resources practices and affective commitment. Research Implications: It allows the enrichment of knowledge of human resources management practices and organizational commitment, as well as the relationships they establish with each other in a particular context associated with social solidarity institutions, contributing to the design of management systems focused on organizational behavior. Originality/Value: It was the first study carried out in a national context on the two constructs in social solidarity institutions, contributing to increasing knowledge about the interrelationship between the two constructs by
Description
Keywords
Gestão Estratégica de Recursos Humanos Práticas de Trabalho de Elevado Desempenho Comportamentos de Comprometimento Organizacional Instituições de Solidariedade Social Strategic Human Resources Management High Performance Work Practices Organizational Commitment Behaviors Social Solidarity Institutions
Citation
Rafael, P., & Cordeiro, J.P. (2024). Human resources management and organizational commitment behaviors: Study in a social solidarity institution. International Journal of Professional Business Review, vol. 9, nº 6, 1-25.