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Publication
Gestão do desempenho e engagement no trabalho: o papel moderador do compromisso organizacional afetivo
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Advisor(s)
Abstract(s)
A gestão de desempenho é vista como um processo contínuo de identificação, medição e desenvolvimento dos indivíduos das equipas de alinhamento do respetivo desempenho com os objetivos estratégicos da organização. É um tema vital para a sustentabilidade das organizações.
Nesta dissertação estudou se a gestão do desempenho e a perceção da mesma em relação ao engagement no trabalho e o papel moderador do compromisso organizacional afetivo.
A amostragem deste estudo é referente à população ativa portuguesa (n=104), quer em empresas privadas quer do setor público.
Os resultados obtidos permitiram verificar, que existe uma relação positiva significativa entre a gestão do desempenho e o engagement no trabalho, quanto ao papel do compromisso organizacional afetivo não existe moderação a relação entre a perceção dos colaboradores da Gestão do desempenho e o engagement, ou seja, o sentimento de pertença ou de ligação à organização não parece contribuir para aumentar a relação entre ambas as variáveis estudadas.
Performance management is seen as a continuous process of identifying, measuring and developing individuals in the teams to align their performance with the organization's strategic objectives. It is a vital issue for the sustainability of organizations. In this dissertation it was studied whether performance management and its perception in relation to engagement at work and the moderating role of affective organizational commitment. The sample of this study refers to the Portuguese active population (n = 104), both in private companies and in the public sector. The results obtained allowed us to verify that there is a significant positive relationship between performance management and engagement at work, regarding the role of affective organizational commitment, there is no moderation that increases the relationship between the perception of performance management employees and engagement, in other words the feeling of belonging or of connection to the organization does not support the moderation of the relationship between both variables studied.
Performance management is seen as a continuous process of identifying, measuring and developing individuals in the teams to align their performance with the organization's strategic objectives. It is a vital issue for the sustainability of organizations. In this dissertation it was studied whether performance management and its perception in relation to engagement at work and the moderating role of affective organizational commitment. The sample of this study refers to the Portuguese active population (n = 104), both in private companies and in the public sector. The results obtained allowed us to verify that there is a significant positive relationship between performance management and engagement at work, regarding the role of affective organizational commitment, there is no moderation that increases the relationship between the perception of performance management employees and engagement, in other words the feeling of belonging or of connection to the organization does not support the moderation of the relationship between both variables studied.
Description
Keywords
Gestão do desempenho Avaliação de desempenho Feedback Compromisso organizacional afetivo Engagement