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Publication
Gestão de recursos Humanos e comportamento organizacional: estudo de caso numa empresa de consultadoria
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Advisor(s)
Abstract(s)
Objetivo: Analisar a relação entre gestão de recursos humanos e o comportamento
organizacional, à luz da análise das práticas de trabalho de elevado desempenho e do
comprometimento organizacional dos trabalhadores.
Referencial Teórico: Na base deste estudo estão as “práticas de trabalho de elevado
desempenho” (Pfeffer, 1998; Becker et al., 2001) que remetem para um conjunto de
práticas que visam selecionar, desenvolver e reter os trabalhadores, sobretudo os mais
qualificados, para maximizar a performance da organização.
Método: Foi realizado um estudo de caso numa organização de consultadoria de
inovação e tecnologia, sustentado na 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 masculino, entre os 26 e os 34 anos, com licenciatura ou
bacharelato.
Resultados e Discussão: Os resultados apresentam alguma consistência com estudos
empíricos previamente realizados: as práticas de trabalho de elevado desempenho
estão presentes neste tipo de organização; os profissionais estão, sobretudo,
comprometidos afetivamente com a organização; existem correlações significativas
entre as práticas de trabalho de elevado desempenho e o comprometimento
organizacional, sobretudo, ao nível do comprometimento afetivo.
Implicações da Pesquisa: Auxilia no desenho e implementação de estratégias
práticas de gestão de recursos humanos para gestores, que contribuem para a
formulação de sistemas de gestão focados em comportamentos de comprometimento
organizacional de profissionais no contexto do setor da consultadoria.
Originalidade/Valor: É um estudo pioneiro desenvolvido em contexto nacional
sobre os dois constructos no setor da consutadoria, contribuindo para a literatura ao
destacar a importância de uma abordagem relacional e reflexiva sobre a importância
do comportamento organizacional. A sua relevância e o valor são evidenciados pelo
suporte e apoio que dá à concepção de sistemas e de práticas de gestão sustentados no
comportamento organizacional.
Objective: To Analyze the relationship between human resources management and organizational behavior, in light of the analysis of high-performance work practices and workers' organizational commitment. Theoretical Framework: This study focuses on the “high performance work practices” (Pfeffer, 1998; Becker, et al. 2001) which refer to a set of practices that aim to select, develop, and retain workers, especially the most innovative ones, to maximize the organization's performance. Method: A case study was carried out in an innovation and technology consultancy organization, based on the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and the perception of workers regarding high performance work practices (Esteves, 2008). The sample is mainly composed of male professionals, between 26 and 34 years old and with a undergraduate or bachelor’s degree. Results and Discussion: The results show some consistency with previous empirical studies: high performance work practices are present in this type of organization; professionals are affectively committed to the organization; there are significant correlations between high performance work practices and organizational commitment, especially at the level of affective commitment. Research Implications: Assists in the design and implementation of practical human resources management strategies for managers, which contribute to the formulation of management systems focused on organizational commitment behaviors of professionals in the context of the consultancy sector. Originality/Value: It is a pioneering study developed in a national context on the two constructs in the consulting sector, contributing to the literature by highlighting the importance of a relational and reflective approach to the importance of organizational behavior. Its relevance and value is evidenced by the support it gives to the design of management systems and practices based on organizational behavior
Objective: To Analyze the relationship between human resources management and organizational behavior, in light of the analysis of high-performance work practices and workers' organizational commitment. Theoretical Framework: This study focuses on the “high performance work practices” (Pfeffer, 1998; Becker, et al. 2001) which refer to a set of practices that aim to select, develop, and retain workers, especially the most innovative ones, to maximize the organization's performance. Method: A case study was carried out in an innovation and technology consultancy organization, based on the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and the perception of workers regarding high performance work practices (Esteves, 2008). The sample is mainly composed of male professionals, between 26 and 34 years old and with a undergraduate or bachelor’s degree. Results and Discussion: The results show some consistency with previous empirical studies: high performance work practices are present in this type of organization; professionals are affectively committed to the organization; there are significant correlations between high performance work practices and organizational commitment, especially at the level of affective commitment. Research Implications: Assists in the design and implementation of practical human resources management strategies for managers, which contribute to the formulation of management systems focused on organizational commitment behaviors of professionals in the context of the consultancy sector. Originality/Value: It is a pioneering study developed in a national context on the two constructs in the consulting sector, contributing to the literature by highlighting the importance of a relational and reflective approach to the importance of organizational behavior. Its relevance and value is evidenced by the support it gives to the design of management systems and practices based on organizational behavior
Description
Keywords
Gestão Estratégica de Recursos Humanos Comportamento Organizacional Práticas de Trabalho de Elevado Desempenho Comprometimento Organizacional Empresas de Consultadoria
Citation
Fernandes, M., & Cordeiro, J.P. (2024). Human Resources Management and Organizational Behavior: Case Study in a Consultation Company. International Journal of Professional Business Review, 9(4), e04458, 1-20