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Dinâmicas da Gestão de Recursos Humanos : intraempreendedorismo, liderança e clima organizacional
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Abstract(s)
A presente dissertação tem como objetivo compreender de que maneira as práticas de gestão de recursos humanos influenciam o intraempreendedorismo, a liderança e o clima organizacional e, como essas dinâmicas interagem entre si para melhorar o desempenho individual e coletivo dentro das organizações. A investigação procura compreender como a aplicação de estratégias e práticas de GRH pode influenciar não apenas o ambiente de trabalho, mas também o
comportamento dos trabalhadores, promovendo ou limitando a inovação, a eficácia da liderança e a qualidade do clima organizacional. Além disso, o estudo explora o impacto dessas variáveis no desempenho profissional e no compromisso
organizacional, identificando as perceções tanto dos gestores quanto dos próprios trabalhadores sobre essas relações e as implicações que estas acarretam para aprodutividade e sustentabilidade das organizações.
O estudo segue uma abordagem mista (quantitativa e qualitativa). Inicialmente, foi realizada uma revisão sistemática da literatura, baseada na metodologia PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses),
que permitiu selecionar estudos relevantes sobre os temas abordados. Em seguida, foi conduzido um estudo empírico por meio da aplicação de questionários online a uma amostra de 166 trabalhadores de diferentes setores e organizações.
Os dados foram analisados com o software SPSS (Statistical Package for Social Sciences, versão 26), permitindo a realização de análises estatísticas detalhadas.
Os principais testes aplicados foram o Teste de Kaiser-Meyer-Olkin (KMO) para avaliar a adequação dos dados, o Alfa de Cronbach para medir a confiabilidade das escalas utilizadas e testes estatísticos não paramétricos, como o Teste de Kruskal- Wallis e a Análise de Clusters, que segmentou os trabalhadores em dois grupos distintos.
Os resultados demonstram que existe uma relação positiva entre a Gestão de Recursos Humanos e o Clima Organizacional, evidenciando que as boas práticas de GRH contribuem para um ambiente de trabalho mais saudável e produtivo. A relação entre a GRH e o intraempreendedorismo não foi diretamente comprovada, mas verificou-se que a liderança e o clima organizacional influenciam positivamente a inovação dentro das organizações. A liderança é estatisticamente significativa na valorização dos trabalhadores, impactando diretamente a satisfação e o compromisso organizacional. O clima organizacional é um fator essencial para o bem-estar e a produtividade dos trabalhadores.
O estudo destaca ainda que a perceção organizacional varia conforme o setor de atividade, o tempo de trabalho, a função desempenhada e a dimensão da empresa.
Abstract: This dissertation aims to understand how human resource management practices influence intrapreneurship, leadership, and organisational climate, and how these dynamics interact to improve individual and collective performance within organisations. The research seeks to understand how the application of HRM strategies and practices can influence not only the work environment but also employee behaviour, promoting or limiting innovation, leadership effectiveness, and the quality of the organisational climate. In addition, the study explores the impact of these variables on professional performance and organisational commitment, identifying the perceptions of both managers and workers themselves about these relationships and the implications they have for the productivity and sustainability of organisations. The study follows a mixed (quantitative and qualitative) approach. Initially, a systematic review of the literature was conducted, based on the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) methodology, which allowed for the selection of relevant studies on the topics addressed. Next, an empirical study was conducted through the application of online questionnaires to a sample of 166 workers from different sectors and organisations. The data were analysed using SPSS (Statistical Package for Social Sciences, version 26) software, allowing detailed statistical analyses to be performed. The main tests applied were the Kaiser-Meyer-Olkin (KMO) test to assess the adequacy of the data, Cronbach's alpha to measure the reliability of the scales used, and nonparametric statistical tests, such as the Kruskal-Wallis test and cluster analysis, which segmented the workers into two distinct groups. The results demonstrate that there is a positive relationship between Human Resource Management and Organisational Climate, showing that good HRM practices contribute to a healthier and more productive work environment. The relationship between HRM and intrapreneurship was not directly proven, but it was found that leadership and organisational climate positively influence innovation within organisations. Leadership is statistically significant in valuing workers, directly impacting satisfaction and organisational commitment. Organisational climate is an essential factor for the well-being and productivity of workers. The study also highlights that organisational perception varies according to the sector of activity, length of service, role performed and size of the company.
Abstract: This dissertation aims to understand how human resource management practices influence intrapreneurship, leadership, and organisational climate, and how these dynamics interact to improve individual and collective performance within organisations. The research seeks to understand how the application of HRM strategies and practices can influence not only the work environment but also employee behaviour, promoting or limiting innovation, leadership effectiveness, and the quality of the organisational climate. In addition, the study explores the impact of these variables on professional performance and organisational commitment, identifying the perceptions of both managers and workers themselves about these relationships and the implications they have for the productivity and sustainability of organisations. The study follows a mixed (quantitative and qualitative) approach. Initially, a systematic review of the literature was conducted, based on the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) methodology, which allowed for the selection of relevant studies on the topics addressed. Next, an empirical study was conducted through the application of online questionnaires to a sample of 166 workers from different sectors and organisations. The data were analysed using SPSS (Statistical Package for Social Sciences, version 26) software, allowing detailed statistical analyses to be performed. The main tests applied were the Kaiser-Meyer-Olkin (KMO) test to assess the adequacy of the data, Cronbach's alpha to measure the reliability of the scales used, and nonparametric statistical tests, such as the Kruskal-Wallis test and cluster analysis, which segmented the workers into two distinct groups. The results demonstrate that there is a positive relationship between Human Resource Management and Organisational Climate, showing that good HRM practices contribute to a healthier and more productive work environment. The relationship between HRM and intrapreneurship was not directly proven, but it was found that leadership and organisational climate positively influence innovation within organisations. Leadership is statistically significant in valuing workers, directly impacting satisfaction and organisational commitment. Organisational climate is an essential factor for the well-being and productivity of workers. The study also highlights that organisational perception varies according to the sector of activity, length of service, role performed and size of the company.
Description
Dissertação apresentada à Escola Superior de Gestão do Instituto Politécnico de Castelo Branco para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão de Empresas
Keywords
Gestão de Recursos Humanos Intraempreendedorismo Liderança e clima organizacional Human Resources Management Intrapreneurship K Leadership and organisational climate.