A relação entre estilo de liderança e satisfação no trabalho mediado pela consistência do sistema de gestão de desempenho de recursos humanos no setor público

Abstract

The study aims to analyze the effects of the consistency of the human resources performance management system on the relationship between leadership style and job satisfaction. Therefore, research with a quantitative approach, classified as descriptive, whose data were collected via survey, through questionnaires applied to federal public servants working in municipalities linked to the Ministry of Infrastructure (MInfra). The sample of respondents has 132 civil servants, including managers and non-managers, who have already participated in the personal performance evaluation processes. Data analysis was performed using descriptive statistical analysis and structural equation modeling. The results show that the transformational and transactional leadership styles exert a direct influence on job satisfaction, however, the laissez-faire style did not obtain a positive and statistically significant result in the relationship. It was also evident that the consistency of the human resources management system exerts a positive influence on job satisfaction in the three tested models. As for the indirect effects of the consistency of the human resources management system on the relationship between the three leadership styles and job satisfaction, it was positively confirmed. From the results, it is concluded that different leadership styles have different effects on employees, with transformational and transactional styles driving the feeling of satisfaction, while the laissezfaire style does not demonstrate the same effect. However, the consistency of the human resources performance management system proves to be an important mediator capable of enhancing job satisfaction, and can be used by public managers in the exercise of their leadership authority, increasing the benefits of each style, on the other hand. On the other hand, they also minimize possible negative impacts on management. The findings contribute to public managers rethinking their practices and the influence exerted by their leadership for greater job satisfaction perceived by employees. It also provides a better understanding of the importance of a consistent human resource management system and its significance for the search for better organizational results.