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Abstract(s)
Este estudo teve como principal objetivo estudar a relação entre as práticas organizacionais de desenvolvimento de competências e as intenções de saída e se esta relação é mediada pelo compromisso organizacional afetivo. Com esta finalidade hipotetizou-se: (1) as práticas organizacionais de desenvolvimento de competências têm uma relação negativa e significativa com as intenções de saída; (2) as práticas organizacionais de desenvolvimento de competências têm uma relação positiva e significativa com o compromisso organizacional afetivo; (3) o compromisso organizacional afetivo tem uma relação negativa e significativa com as intenções de saída; (4) o compromisso organizacional afetivo medeia a relação entre as ‘práticas organizacionais de desenvolvimento de competências e as intenções de saída. A amostra deste estudo é composta por 345 participantes, a trabalharem em organizações sediadas em Portugal. Os resultados indicaram-nos que a formação, o suporte individualizado e o compromisso afetivo têm um efeito negativo e significativo nas intenções de saída. A formação e o suporte individualizado têm um efeito positivo e significativo no compromisso afetivo. O compromisso afetivo tem um efeito de mediação total entre as práticas organizacionais de desenvolvimento de competências (formação e suporte individualizado) e as intenções de saída.
Este estudo indica aos profissionais de Gestão de Recursos Humanos a importância da formação e do suporte individualizado no sentido de potenciar o compromisso afetivo, de modo, a reduzir as intenções de saída, mantendo na organização o capital humano tão importante para a competitividade da mesma.
The main objective of this study was to investigate the relationship between organizational competence development practices and exit intentions and whether this relationship is mediated by affective organizational commitment. To this end, we hypothesized: (1) organizational competence development practices have a negative and significant relationship with exit intentions; (2) organizational competence development practices have a positive and significant relationship with affective organizational commitment; (3) affective organizational commitment has a negative and significant relationship with exit intentions; (4) affective organizational commitment mediates the relationship between 'organizational competence development practices and exit intentions. The sample of this study consisted of 345 participants working in organizations based in Portugal. The results indicate that training, individualized support and affective commitment negatively and significantly affect exit intentions. Training and individualized support have a positive and significant effect on affective commitment. Affective commitment directly mediates between organizational competences development practices (training and individualized support) and exit intentions. This study points out to Human Resources Management professionals the importance of training and individualized support to boost affective commitment, reduce intentions to leave and keep the human capital that is so important for the organization’s competitiveness.
The main objective of this study was to investigate the relationship between organizational competence development practices and exit intentions and whether this relationship is mediated by affective organizational commitment. To this end, we hypothesized: (1) organizational competence development practices have a negative and significant relationship with exit intentions; (2) organizational competence development practices have a positive and significant relationship with affective organizational commitment; (3) affective organizational commitment has a negative and significant relationship with exit intentions; (4) affective organizational commitment mediates the relationship between 'organizational competence development practices and exit intentions. The sample of this study consisted of 345 participants working in organizations based in Portugal. The results indicate that training, individualized support and affective commitment negatively and significantly affect exit intentions. Training and individualized support have a positive and significant effect on affective commitment. Affective commitment directly mediates between organizational competences development practices (training and individualized support) and exit intentions. This study points out to Human Resources Management professionals the importance of training and individualized support to boost affective commitment, reduce intentions to leave and keep the human capital that is so important for the organization’s competitiveness.
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Keywords
Práticas organizacionais de desenvolvimento de competências Intenções de saída Compromisso afetivo estudo quantitativo