Práticas de gestão de pessoas, clima organizacional e performance: um estudo longitudinal

• Ano de defesa: 2014
• Autor(a) principal: Santos, Luis Gabriel Abravanel dos
• 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: Administração de pessoal; Clima organizacional; Desenvolvimento organizacional; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: https://repositorio.cruzeirodosul.edu.br/handle/123456789/2797

This study aims to understand the relationship over time between people management practices, organizational climate and performance. The theoretical framework is supported by the Resource Based View. The field of study is comprised of 53 member companies of the Brazilian Stock Exchange (Bovespa) and were ranked among the best companies to work for in Brazil, according to a survey conducted annually since 1997 and coordinated by “Fundação Instituto de Administração” (FIA), a foundation attached to the University of São Paulo since 2006. The database covers the period of 2009-2012. Advanced people management practicies, here called as High Performance Work System (HPWS), was the independent variable. HPWS practices were measured quantitatively by secondary database collected by FIA. The HPWS variable was comprised of 42 questions that were answered by human resources managers and directors of 53 companies in each of the years examined. The Price Earnings Ratio (PER), which is the stock price of a company divided by the earnings per share, the company's Market Share, which is the Market Share within the subsectors of Bovespa and earnings before taxes are the dependent variables and are related to organizational performance. Those variables were obtained through the Economatica’s database. The organizational climate was a moderating variable and it has been divided into two constructs through factor analysis: the fit between the employee and the company (Person-Organization Fit) and the fit between employeemanagement system (Person-Supervisor Fit). The questionnaires relating to organizational climate and contained 64 questions were answered by a significant percentage of employees (at least 10%) and not just by managers as a HPWS variable. Two control variables were used: (1) The ratio of the total market value of the Bovespa and the total Brazilian GDP, to exempt macroeconomic factors in the analysis; (2) employee hires per year, which aims to control the growth of the company and its size. The results showed that investments in people management impact on organizational performance, measured through indicators of the stock market (PER) and Market Share. This relationship is strengthened when there is a favorable organizational climate and that workers have a good framework with the company (PersonOrganization Fit) and the head (Person-Supervisor Fit). This is perceived over time, as demonstrated longitudonal the analysis of panel data. The variable earnings before taxes is correlated with investment in people management, but not moderate the climate. However, this relationship was not present in all years of the sample, by studying separately each year by regressions analysis. So multicultural research are recommended in order to take into account the sectors where the companies operate studies and also qualitative studies.