Perceção individual sobre a gestão de recursos humanos.

Abstract

The present troubled time of economic crisis highlights the importance of HRM in the viability of organizations. However, the process by which Human Resource Management has an impact is unclear. This research intends to use a macro perspective based on understanding processes in HRM (Jackson, 1995; Wright & Boswell, 2002). We used the assumption that the study of a comprehensive set of various practices allows us to better understand their impact (Whitener, 1997). Bowen and Ostroff (2004) developed a theoretical model that intends to explain these processes based on the attribution theory and social influence. The strength of the HRM System, a multidimensional construct which considers 9 characteristics, grouped in three features: Distinctiveness, Consistency and Consensus. We used the HRMSQ, an instrument developed by Coelho, Cunha, Gomes & Correia (2011). In our work we added 3 theoretic dimensions to the model: Utility of the Human Resource System, Human Resource Department Performance and Human Resource Department Relation with the employees. Constructs for inclusion were derived both fromthe existing literature (Boudreau, 1991; Ulrich, 1997; Kelly & Gennard, 1996; Frey, Benz and Stutzer, 2002; Teo & Rodwell, 2007 ) and from interviews with human resource managers. Quantitative data for this study were collected at eight organizations in Portugal. These include three public sector organizations and five private sector companies. The questionnaire was to be completed by senior management, line management and employees in paper or online. We received 645 responses, with a response rate by organization between 50% and 81% per cent. After the missing values study, our sample was constituted by 545 employees. We used IBM SPSS for statistical analysis. In our results we described the two models of HRM strength (the original and the modified) through exploratory factor analysis (EFA). We described the implications for theory and practice in HRM of the inclusion of these three new dimensions in the conceptualization of the HRM System.