Influência das políticas e práticas de gestão de pessoas no desenvolvimento de vínculos do indivíduo com a organização e a relação desses com o desempenho no trabalho

Abstract

Research involving theoretical and empirical approaches that try to explain the establishment of links with the Organization has been widely developed in the national scene, especially those that refer to Organizational Commitment and its unfolding in the Organizational Entrenchment and Organizational Consent constructs. In addition to the attention given to these ties, it is believed that attention must be paid to their antecedents and consequences, such as People Management Policies and Practices and Work Performance. Thus, the general objective of this research was to analyze the influence of People Management Policies and Practices on the development of the individual's links with the organization and their relationship with Work Performance. For this purpose, a explanatory research was conducted and quantitative approach to survey and analyze the results. The survey was applied to 354 employees from a large group in Rio Grande do Sul formed by three distinct businesses: production (laboratory), distribution (distributor of medicines) and retail (pharmacies). For data collection we used a research instrument, composed of four parts: Part I - Personal and occupational data; Part II - Links with Organization - Organizational Commitment - reduced version of Bastos and Aguiar (2015), Organizational Entrenchment of Bastos and Rodrigues (2015), Organizational Consent of Silva and Bastos (2015); Part III - People Management Policies and Practices of Demo et al. (2014), and Part IV - Work Performance by Queiroga, Borges-Andrade and Coelho Junior (2015). The data obtained were analyzed with the aid of Excel, SPSS and SmartPLS software, through descriptive analysis, correlation and structural equation modeling. The main results found show that Engagement Practices, Working Conditions and Remuneration Policies and Rewards influence Organizational Commitment; Policies and Practices of Working Conditions, Performance and Skills Assessment, and Remuneration and Rewards influence Organizational Entrenchment; and, Working Conditions Policy and Practice influences Organizational Consent. In addition, it was found that only the bonds of Organizational Commitment and Organizational Consent relate to Job Performance. Finally, the analysis of the influence of People Management Policies and Practices on the development of the individual's ties with the organization and their relationship with Work Performance showed evidence that aims to contribute to the advancement of scientific knowledge and to the area of organizational behavior, as well as implications for the practices of professionals and organizations.