7 resultados citaram: Políticas de gestão de pessoas, valores pessoais e justiça organizacional

ABSTRACT Purpose: The aim of this study was to investigate the impact of people management policies and organization trust on well-being at work, the latter being defined as the predominance of positive emotions at work and the individual’s perception that, at work, he/she can express and develop his/her potential and, therefore, he/she progresses to achieving his life’s goals. Originality/value: The hypothesis underlying this research is that the work context presents itself as a privileged place for emotions and, fundamentally, for the realization and construction of personal happiness. The premise that the attainment of personal happiness is possible at work encourages people-management professionals to identify effective strategies for promoting well-being. Design/methodology/approach: The sample consisted of 212 workers from various organizations who answered to instruments with evidence of validity and reliability. The model was tested by structural equation modeling and the reliability coefficients of the scales tested using Cronbach’s alpha. Findings: The results showed that the adjustment of the model is only reasonable, although, depending on the adjustment indices, it can be accepted. The results are discussed in terms of the contributions of the study to the expansion of knowledge in the area of organizational behavior and its implications for managerial actions. It is also suggested to carry out other studies covering larger samples and different natures.

Resumo Objetivo: Esta pesquisa teve como objetivo investigar de que forma as políticas de recursos humanos e a percepção das oportunidades de aprendizagem nas organizações influenciam a intenção de rotatividade dos profissionais. Originalidade/valor: Os autores demostraram que, ao compreenderem as relações existentes entre os constructos pesquisados, as organizações devem aumentar seus investimentos em melhorias nas políticas de recursos humanos, particularmente em ações que promovam uma maior percepção de oportunidades de aprendizagem, reduzindo a intenção de rotatividade de seus talentos. Design/metodologia/abordagem: Esta pesquisa foi desenvolvida com abordagem quantitativa e coleta de dados realizada por meio de um survey. Aplicaram-se os questionários a 250 profissionais atuantes no mercado de trabalho e estudantes de uma universidade privada. A análise dos dados foi realizada com uma análise fatorial confirmatória e, na sequência, uma modelagem de equações estruturais. Resultados: Os autores apresentaram os resultados da investigação de forma descritiva. As três hipóteses definidas para o estudo foram aceitas, e foram consideradas significantes as dimensões das políticas de recursos humanos. Os autores apresentaram atributos relevantes para a compreensão de que, mesmo existindo diversos motivos que possam influenciar um profissional em sua decisão de desligar-se da organização, novos fatores devem ser considerados, como as possibilidades de uma maior oferta de conhecimento.

Abstract Purpose: The objective of this research is to investigate how human resources policies and the perception of learning opportunities in organizations influence the intention of professional turnover. Originality/value: The authors demonstrated that, by understanding the existing relationships between the researched constructs, organizations should increase their investments in improvements in human resources policies, particularly in actions that promote a greater perception of learning opportunities, which reduce the intention of employee turnover of their talents. Design/methodology/approach: This research was developed with a quantitative approach and data collection was carried out through a survey. The questionnaires were applied to 250 professionals working in the labor market and students from a private university. Data analysis was performed with a confirmatory factor analysis and, subsequently, a structural equation modeling. Findings: The authors presented the research results in a descriptive way, the three hypotheses defined for the study were accepted, and the dimensions of human resources policies were considered significant. The authors presented relevant attributes for the understanding that, even though there are several reasons that can influence a professional in his decision to leave the organization, new factors must be considered, such as the possibilities of a greater offer of knowledge.

Abstract Purpose: This article outlines a critical assessment of the notion of justice according to the social-scientific dominant approach to organizational justice (OJ). We argue that the detachment from prescriptive notions of justice, advocated by the dominant approach to OJ, shrinks the ideal of justice to a means at the disposal of organizations in pursuit of their interests. Originality/value: To trigger a critical discussion within the Brazilian academy of business about the inherent instrumental and managerial matters in the production of knowledge in the field of OJ. This work contributes to an ideal reflection on OJ. Design/methodology/approach: This is a theoretical essay based on the articulated consult and interpretation of bibliographic materials regarding the hegemonic concept of OJ obtained through a literature review. Findings: A survey in the OJ literature reveals that the proponents of such a dominant scientific-descriptive approach to justice in the workplace take a dissociation stance from normative notions of justice. In doing so, they favor a descriptive, subjective, functionalist, and positivist understanding of justice. Justice is deflated from its moral value to become an analytical-empirical category, understood as its instrumental-managerial function within the organizational structure. Mainstream OJ studies have nullified the normative ideal of justice by turning it into a resource servile to strategy and organizational performance.

Resumo Objetivo: A proposta deste artigo é apresentar uma apreciação crítica da noção de justiça encapsulada na abordagem de caráter científico-social dominante da justiça organizacional (JO). O argumento que pretendemos endereçar aqui é: o distanciamento de noções prescritivas de justiça, recorrente na abordagem dominante da JO, reduz o ideal de justiça a um meio à disposição das organizações na busca de seus próprios interesses. Originalidade/valor: A possibilidade de desencadear na academia brasileira de administração uma discussão crítica sobre o instrumentalismo e o gerencialismo presentes na produção de conhecimento no campo da JO. Este trabalho contribui para uma reflexão sobre o ideal de justiça nas organizações. Design/metodologia/abordagem: Este é um texto teórico, cuja reflexão se assenta na consulta e na interpretação articulada de material bibliográfico relacionado à concepção hegemônica da JO, obtido por meio de revisão de literatura. Resultados: Um levantamento na literatura de JO revela uma postura de desprendimento assumida pela abordagem dominante em relação às concepções normativas de justiça. Por conta disso, a noção de justiça assumiu um caráter descritivo, subjetivo, funcionalista e positivista. Como categoria analítico-empírica, a justiça é concebida e compreendida por sua função instrumental-gerencialista dentro da estrutura organizacional. Como consequência, os estudos de justiça nas organizações têm sido acusados de converter o ideal de justiça em um recurso servil à prerrogativa da estratégia e do desempenho organizacional. De fato, esse distanciamento anulou e desperdiçou o valor do significado normativo desse ideal.

ABSTRACT Context: over the last decades, positive psychology has brought up the need for research on positive emotions and attitudes, such as organizational virtues and well-being at work. Moreover, there is evidence that virtues may influence the perception about human resource management practices, constituting a driver of well-being in work context. However, literature signalizes the gap regarding research models covering the relation between these three variables. Objective: this study aimed to evaluate the relation between organizational virtues and well-being at work, mediated by the perception of HRM practices. Methodology: the research is classified as quantitative, carried out through a survey, with 286 participants, using structural equation modeling through the JASP software. Results: results confirmed the partial mediation played by HRM practices in the proposed model, bringing a theoretical contribution by joining the three variables into a single model, with psychometric evidence of the strong prediction of organizational virtues on HRM practices and well-being at work. Conclusion: as a managerial implication, our findings compose a diagnosis that shed light on the relevance for managers in organizations to prioritize organizational virtues and HRM practices in order to enhance healthier work environments.