Palavras-chave
Sustentabilidade
Desempenho
Pandemia COVID-19
Como Citar
Resumo
Objetivo – Este estudo visou aferir os efeitos das mudanças nas políticas e práticas de gestão de recursos humanos (PPGRH) pós-pandemia no desempenho no trabalho (DT) e o papel das preocupações com a sustentabilidade (PS) enquanto mediador da relação entre PPGRH e DT.
Referencial Teórico – O modelo de investigação baseou-se no conceito de gestão sustentável de recursos humanos, como novo paradigma da GRH, e na conceptualização tridimensional do DT - desempenho de tarefa (DTa), desempenho contextual (DCx) e comportamentos contraprodutivos no trabalho (CCT).
Metodologia – Os dados foram obtidos por conveniência via survey em 190 empregados com antiguidade superior a 2 anos e experiência em teletrabalho durante a pandemia. Utilizou-se regressão linear múltipla e análise de mediação.
Resultados – O DT e as dimensões DTa, DCx e CCT foram significativamente afetados por variáveis específicas de PPGRH. Contudo, PS não mediou a relação entre PPGRH e DT, indicando que a sustentabilidade necessita de mais integração nas políticas organizacionais.
Implicações Práticas e Sociais da Pesquisa – Esta investigação evidencia o papel crucial das práticas de GRH no impacto diferencial sobre dimensões específicas do desempenho, proporcionando direções claras para a melhoria da gestão de pessoas em ambientes pós-pandémicos.
Contribuições – Não tendo sido encontrados estudos incidindo no modelo proposto, este estudo considera o DT como tridimensional e é pioneiro ao evidenciar que diferentes PPGRH impactam distintas dimensões do DT e ao analisar o efeito mediador das PS na relação entre PPGRH e DT num contexto pós-crise e de transformação digital. Desenvolveu escalas de medida para PPGRH e PS.
Referências
Adiga, M., & Bassey, U. (2021). Covid 19 Pandemic: Implications on HRM and Sustainability in the New Normal. African Journal of Business and Economic Development, 1(1), 29–42. https://doi.org/10.46654/ajbed.117129
Aguinis, H. (2011). Organizational responsibility: Doing good and doing well. In APA handbook of industrial and organizational psychology (Vol. 3, pp. 855–879). https://doi.org/10.1037/12171-024
Aguinis, H., & Glavas, A, (2019). On corporate social responsibility, sensemaking, and the search for meaningfulness through work. Journal of Management, 45(3), 1057–1086. https://doi.org/10.1177/0149206317691575
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L. (2000). Manufacturing advantage: Why high-performance work systems pay off. Cornell University Press.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research. Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
Bondarouk, T., & Brewster, C. (2016). Conceptualising the future of HRM and technology research. International Journal of Human Resource Management, 27(21), 2652–2671. https://doi.org/10.1080/09585192.2016.1232296
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations (pp. 71–98). Wiley.
Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99–109. https://doi.org/10.1207/s15327043hup1002_3
Botelho, A. M. da S. (2019). Responsabilidade social nas empresas e exigências de relato ao nível da sustentabilidade [Instituto Superior de Contabilidade e Administração de Coimbra]. http://hdl.handle.net/10400.26/31546
Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A., & Zimmermann, A. (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Journal of International Business Studies, 51(5), 697–713. https://doi.org/10.1057/s41267-020-00335-9
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 687–732). Consulting Psychologists Press.
Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance. In Annual Review of Organizational Psychology and Organizational Behavior (Vol. 2, pp. 47–74). Annual Reviews Inc. https://doi.org/10.1146/annurev-orgpsych-032414-111427
Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for Human Resource Management. Journal of Business Research, 116(4).
Correia, M. F., & Esteves, T. P. (2017). Gestão Sustentável de Recursos Humanos. In C. Carvalho, L. Mónico, & P. Parreira (Eds.), Gestão das pessoas nas organizações (pp. 31–49). Escola Superior de Enfermagem de Coimbra - Portugal | Unidade de Investigação em Ciências da Saúde: Enfermagem.
Daft, R. L. (2008). Organization theory and design (10th ed.). Cengage Learning.
Diaz-Carrion, R., López-Fernández, M., & Romero-Fernandez, P. M. (2020). Constructing an index for comparing human resources management sustainability in Europe. Human Resource Management Journal, 31(1), 120–142. https://doi.org/10.1111/1748-8583.12286
Eccles, R. G., Ioannou, I., & Serafeim, G. (2014). The impact of corporate sustainability on organizational processes and performance. Management Science, 60(11), 2835–2857. https://doi.org/10.1287/mnsc.2014.1984
Ehnert, I. (2009). Sustainability and human resource management: Reasoning and applications on corporate websites. European Journal of International Management, 3(4), 419–438. https://doi.org/10.1504/EJIM.2009.028848
Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world’s largest companies. The International Journal of Human Resource Management, 27(1), 88–108. https://doi.org/10.1080/09585192.2015.1024157
Elkington, J. (1997). Cannibals with forks - The triple bottom line of 21st century business. Capstone.
Esteves, T. P., Nascimento, L., Cruz, C., & Correia, M. F. (2023). Gestão Sustentável de Recursos Humanos: Uma resposta para a herança COVID-19? In C. Costa & A. Lopes (Eds.), Desafios à Gestão de Pessoas - Tempo de reorganizar (pp. 101–130). Editora d’Ideias.
European Commission. (2001). Green Paper: Promoting a european framework for corporate social responsability. https://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=COM:2001:0366:FIN:en:PDF
Ghalem, Â., Okar, C., Chroqui, R., & Semma, E. (2016). Performance: A concept to define. Logistiqua 2016, 1, 1–12. https://doi.org/10.13140/RG.2.2.24800.28165
Gigauri, I. (2020). Effects of COVID-19 on Human Resource Management from the perspective of digitalization and work-life balance. International Journal of Innovative Technologies in Economy, 4(31). https://doi.org/10.31435/rsglobal_ijite/30092020/7148
Gričnik, A., Mulej, M., & Zizek, S. (2023). Sustainable Human Resource Management. 7th FEB International Scientific Conference: Strengthening Resilience by Sustainable Economy and Business – Towards the SDGs. http://dx.doi.org/10.18690/um.epf.3.2023
Guest, D. E. (2017). Human resource management and employee well-being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22–38. https://doi.org/10.1111/1748-8583.12139
Hargrove, M. B., Becker, W. S., & Hargrove, D. F. (2015). The HRD eustress model: Generating positive stress with challenging work. Human Resource Development Review, 14(3), 279–298. https://doi.org/10.1177/1534484315598086
Jones, D. A., & Willness, C. R. (2013). Corporate social performance, organizational reputation, and recruitment. In The Oxford handbook of recruitment (Vol. 1, pp. 298–313). Oxford Library of Psychology.
Jones, D. A., Willness, C. R., & Glavas, A. (2017). When corporate social responsibility (CSR) meets organizational psychology: New frontiers in micro-CSR research, and fulfilling a quid pro quo through multilevel insights. Frontiers in Psychology, 8, 520. https://doi.org/10.3389/fpsyg.2017.00520
Karman, A. (2020). Understanding sustainable human resource management-organizational value linkages: The strength of the SHRM system. Human Systems Management, 39(1), 105–115. https://doi.org/10.3233/HSM-190602
Koopmans, L., Bernaards, C., Hildebrandt, V., Van Buuren, S., Van Der Beek, A. J., & de Vet, H. C. W. (2012). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1), 6–28. https://doi.org/10.1108/17410401311285273
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Lerner, D., de Vet, H. C. W., & Van Der Beek, A. J. (2016). Cross-cultural adaptation of the Individual Work Performance Questionnaire. Work, 53(3), 609–619. https://doi.org/10.3233/WOR-152237
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866. https://doi.org/10.1097/JOM.0b013e318226a763
Kramar, R. (2014). Beyond strategic human resource management: Is sustainable human resource management the next approach? International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Lameira, V. J., Ness, W. L., Quelhas, O. L. G., & Pereira, R. G. (2013). Sustainability, value, performance and risk in the Brazilian capital markets. Revista Brasileira de Gestão de Negócios, 15(46), 76–90. https://doi.org/10.7819/rbgn.v15i46.1302
Liang, X., & Li, J. (2024). Sustainable human resource management and employee performance: A conceptual framework and research agenda. Human Resource Management Review. https://doi.org/10.1016/j.hrmr.2024.101060
Macke, J., & Genari, D. (2018). Systematic literature review on sustainable human resource management. Journal of Cleaner Production, 208, 806–815. https://doi.org/10.1016/j.jclepro.2018.10.091
Mariappanadar, S. (2019). Sustainable Human Resource Management: Strategies, practices and challenges (1st ed.). Red Globe Press.
Marôco, J. (2021). Statistical analysis with SPSS Statistics [Análise estatística com o SPSS Statistics] (8th ed.). Report Number.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370–396.
Mazur, B., & Walczyna, A. (2020). Bridging sustainable human resource management and corporate sustainability. Sustainability (Switzerland), 12(21), 1–21. https://doi.org/10.3390/su12218987
Motowidlo, S. J., & Keel, H. J. (2013). Job performance. In N. W. Schmitt, S. Highhouse, & I. B. Weiner (Eds.), Handbook of psychology: Industrial and organizational psychology (2nd ed., pp. 82–103). Wiley.
Narayandas, D., Hebbar, V., & Liangliang, L. (2020). Lessons from chinese companies’ response to COVID-19. Harvard Business Review. https://hbr.org/2020/06/lessons-from-chinese-companies- response-to-covid-19
Palma, E., Gomes, C., Kneipp, J., & Rosa, L. (2014). Estratégias de negócios sustentáveis e desempenho exportador: Uma análise em empresas do setor de gemas e joias. Review of Business Management. https://doi.org/10.7819/rbgn.v16i50.1456
Pestana, M. H., & Gageiro, J. N. (2014). Análise de dados para ciências sociais: A complementaridade do SPSS (6a ed.). Edições Sílabo.
Pfeffer, J. (1998). The human equation: Building profits by putting people first. Harvard Business School Press.
Ramos-Villagrasa, P. J., Barrada, J. R., Fernández-Del-Río, E., & Koopmans, L. (2019). Assessing job performance using brief self-report scales: The case of the individual work performance questionnaire. Journal of Work and Organizational Psychology, 35(3), 195–205. https://doi.org/10.5093/jwop2019a21
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., Levy, P. E., Hargrove, D. C., & Barros-Rivera, B. A. (2018). Putting the system into performance management systems: A review and agenda for performance management research. 44(6), 2209–2245. https://doi.org/10.1177/0149206318755303
Scholten, M., Correia, M. F., Esteves, T., & Gonçalves, S. P. (2022). No place for pointless jobs: How social responsibility impacts job performance. Sustainability (Switzerland), 14(19). https://doi.org/10.3390/su141912031
Sneader, K., & Singhal, S. (2021). The next normal arrives: Trends that will define 2021 - and beyond. McKinsey & Company. https://www.mckinsey.com/featured-insights/leadership/the-next-normal- arrives-trends-that-will-define-2021-and-beyond
Stankevičiute, Ž., & Savanevičiene, A. (2013). Sustainability as a concept for Human Resource Management. Economics and Management, 18(4). https://doi.org/10.5755/j01.em.18.4.5631
Stankevičiute, Ž., & Savanevičiene, A. (2018). Designing sustainable HRM: The core characteristics of emerging field. Sustainability (Switzerland), 10(12), 4798. https://doi.org/10.3390/su10124798
United Nations. (2020). The Sustainable Development Goals Report. https://unstats.un.org/sdgs/report/2020/The-Sustainable-Development-Goals-Report-2020.pdf
Vanka, S., Sing, S., & Rao, M. B. (2020). Sustainability and Sustainable HRM: Some aspects. In S. Vanka, M. B. Rao, S. Singh, & M. R. Pulaparthi (Eds.), Sustainable Human Resource Management. Springer Nature. https://doi.org/10.1007/978-981-15-5656-2_19
Warr, P., Cook, J., & Wall, T. (1979). Scales for the measurement of some work attitudes and aspects of psychological well‐being. Journal of Occupational Psychology, 52(2), 129–148. https://doi.org/10.1111/j.2044-8325.1979.tb00448.x
World Commission on Environment and Development. (1987). Our common future. https://sustainabledevelopment.un.org/content/documents/5987our-common-future.pdf
World Economic Forum. (2021). Global risks report 2021. https://www.weforum.org/stories/2021/01/global-risks-report-2021/
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320. https://doi.org/10.1177/014920639201800205
Em caso de aprovação do artigo para publicação, os direitos de copyright são cedidos pelo(s) autor(es) à Revista Brasileira de Gestão de Negócios – RBGN.
Nestes termos, é OBRIGATÓRIO que os autores enviem para RBGN o formulário de Cessão de Direitos Autorias devidamente preenchido e assinado. Conforme o modelo: [Direitosautorais]
As condições da Cessão de Direitos Autorais indicam que a Revista Brasileira de Gestão de Negócios – RBGN possui a título gratuito e em caráter definitivo os direitos autorais patrimoniais dos artigos por ela publicados. Não obstante a Cessão dos Direitos Autorais, a RBGN faculta aos autores o uso desses direitos sem restrições.
Os textos publicados na RBGN são de inteira responsabilidade de seus autores.
A revista adota o padrão de licença CC-BY Creative Commons Attribution 4.0 permitindo redistribuição e reutilização dos artigos sob a condição de que a autoria seja devidamente creditada.