Práticas de gestão de pessoas, alinhamento pessoa-ambiente de trabalho e performance organizacional: um estudo nas “melhores empresas para você trabalhar” no Brasil

• Ano de defesa: 2012
• Autor(a) principal: Tibola, Jucelia Appio
• Tipo de documento: Tese
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Positivo; Brasil; Pós-Graduação; Programa de Pós-Graduação em Administração; UP
• Palavras-chave em Português: Práticas de Gestão de Pessoas; Person-Environment Fit; Performance Organizacional; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: https://repositorio.cruzeirodosul.edu.br/handle/123456789/2783

This work intends to study if the "Person-Environment Fit" mediates the relationship between the practices of Personnel Management and Organizational Performance (Turnover and Return on Equity - ROE) in the "Best Companies to Work For" in Brazil . This thesis was classified as descriptive of the type of quantitative survey or cross-sectional survey. Population was defined as the 500 "Best Companies to Work For" in Brazil, according to basis of data collected in 2010 by the Institute of Directors (FIA). For this sample, firms should possess financial and market indicators published in Economática base and / or the guide Exam "Biggest and Best" published in 2011. The research sample consisted of 57 companies for the purpose of collection of People Management Practices and Organizational Performance and 26,469 respondents to use the indicators of "Person-Environment Fit." For purposes of testing the model proceeded descriptive analysis, Pearson correlation, factor analysis, linear regression, followed by tests Sobel, Goodman and Aroian to effect mediation. The set of practices of Personnel Management was reduced and classified, after factor analysis in support of Career Practice, Practice focused on health and wellness and occupational assessment practices. Such practices were taken simultaneously, in line with the idea of High Performance Working Systems (HPWS), by which is the set of practices, and not its single use, which influences the Organizational Performance. Moreover, the construct "Person-Environment Fit" after factor analysis, was represented by four factors, namely "Person-Job Fit," "PersonOrganization Fit," "Person-Group Fit" and "Person- Supervisor Fit". Organized the dependent variables and mediators, we evaluated whether the set of practices People Management Performance influences the rates of turnover, and this relationship was confirmed, so that the more practices are applied, the lower the rates of turnover. It was found that all the people management practices positively and significantly affects the "Person-Job Fit," "Person-Organization Fit" and "PersonGroup Fit" - the "Person-Supervisor Fit" not proven impacted by practices, perhaps by being more tied to the individual rather than the organization. However we have not found any mediating effect of the variable "Person-Environment Fit" (in four dimensions) between the set of People Management Practices and Performance indices of turnover. Although the "Person-Job Fit" has not proved a mediating variable in the relationship between people management practices and rates of turnover, expressed, yes, direct effect on turnover. Next, we tested the impact of all the practices of Personnel Management on the indices of Return on Equity - ROE and the test did not prove significant, discarding the hypothesis of mediation "PersonEnvironment Fit." It can be argued that one explanation is that the effect varies widely from industry to industry, and perhaps therefore not a good translator for Organizational Performance multisectoral studies. Limitations and suggestions for future research are presented at the end of this paper