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A instrumentalidade das Competências Organizacionais na promoção do Comprometimento Organizacional : estudo de caso em duas Companhias de Seguros
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Um modelo de Competências Organizacionais tem como pressuposto ser o referencial base orientador de atitudes e comportamentos dos trabalhadores em contexto organizacional, potenciando o sentimento de pertença e, consequentemente, o Comprometimento com a organização. A presente investigação, tendo por base o estudo de caso de duas companhias de seguros, em Portugal, a “SEB Seguros”1 e a “SEB Vida”1, analisa essa relação, recorrendo às práticas de Socialização Organizacional, na condição de sua mediadora. De igual forma, são analisadas as estratégias desenvolvidas ao nível da mudança planeada sobre o processo de Intervenção Organizacional mencionado.
Com o propósito de investigar as relações enunciadas, recorreu-se a uma metodologia mista que incluiu análise documental aos documentos suporte às Políticas, Processos e Práticas relativas ao subsistema Recursos Humanos vigentes, tratamento quantitativo e qualitativo de dados secundários, recolhidos em Questionário de Diagnóstico sobre Motivação e Compromisso Organizacional, aplicado por uma consultora, assim como das contribuições registadas em reuniões realizadas com trabalhadores considerados chave neste processo de Desenvolvimento. Adicionalmente, foi efetuada uma análise longitudinal quantitativa, recorrendo-se a técnica estatística, aos resultados obtidos no período 2011–2014 no que diz respeito à mobilização das Competências Organizacionais, aferida através do processo de Avaliação de Desempenho.
Complementarmente, analisou-se a evolução das companhias em termos da sua caracterização sócio-demográfica, no sentido de comparar o status quo antes e após a introdução deste modelo de Competências, tendo-se recorrido, designadamente, a indicadores como taxa de abandono voluntário de trabalhadores, taxa de reposição de efetivos, etc. Este estudo tem assim uma abordagem pluridisciplinar, que concilia a perspetiva Sociológica com a de Gestão, o que num fenómeno de características holísticas como o presente, será uma mais-valia para a sua análise aprofundada.
1 As designações “SEB Seguros” e “SEB Vida” são fictícias, a fim de garantir o anonimato das designações reais das organizações em estudo.
An Organizational Competences model is supposed to be a guiding framework for employee’s attitudes and behaviors in organizations, fostering a sense of belonging and therefore leveraging the Organizational Commitment. This research, based on the case study of two insurance companies, in Portugal, "SEB Seguros" and "SEB Vida," examines the relation between these variables – Organizational Competences and Organizational Commitment – including the Organizational Socialization Practices as their mediator. Concomitantly, the planned change strategies were analyzed in terms of its organizational intervention context. In order to investigate the mentioned relations, it was used a mixed methodology which included documental analysis of the supporting documents of the Human Resources Policies, Processes and Practices, qualitative treatment of secondary data collected in a questionnaire about Motivation and Organizational Commitment, applied by a consultant, as well as the contributions registered in meetings with key employees in this Organizational Development process. It was also done a longitudinal quantitative analysis using statistical technique to the data obtained between 2011 and 2014, using the Performance Appraisal regarding to the mobilization of Organizational Competences. As a complement, it was analyzed the evolution of the companies in terms of their social - demographic characteristics, that allow us to compare the status quo before and after the introduction of the Competence model, using, in particular indicators such as voluntary withdrawal workers rate, replacement rate of workers, etc. Therefore, this study has a multidisciplinary approach that combines sociological perspective to management, adding value in-depth analysis of this holistic phenomenon. KEYWORDS: Organizational Competences, Organizational Commitment, Organizational Socialization, Organizational Development, Organizational Intervention, Planned
An Organizational Competences model is supposed to be a guiding framework for employee’s attitudes and behaviors in organizations, fostering a sense of belonging and therefore leveraging the Organizational Commitment. This research, based on the case study of two insurance companies, in Portugal, "SEB Seguros" and "SEB Vida," examines the relation between these variables – Organizational Competences and Organizational Commitment – including the Organizational Socialization Practices as their mediator. Concomitantly, the planned change strategies were analyzed in terms of its organizational intervention context. In order to investigate the mentioned relations, it was used a mixed methodology which included documental analysis of the supporting documents of the Human Resources Policies, Processes and Practices, qualitative treatment of secondary data collected in a questionnaire about Motivation and Organizational Commitment, applied by a consultant, as well as the contributions registered in meetings with key employees in this Organizational Development process. It was also done a longitudinal quantitative analysis using statistical technique to the data obtained between 2011 and 2014, using the Performance Appraisal regarding to the mobilization of Organizational Competences. As a complement, it was analyzed the evolution of the companies in terms of their social - demographic characteristics, that allow us to compare the status quo before and after the introduction of the Competence model, using, in particular indicators such as voluntary withdrawal workers rate, replacement rate of workers, etc. Therefore, this study has a multidisciplinary approach that combines sociological perspective to management, adding value in-depth analysis of this holistic phenomenon. KEYWORDS: Organizational Competences, Organizational Commitment, Organizational Socialization, Organizational Development, Organizational Intervention, Planned
Descrição
Palavras-chave
Competências organizacionais Comprometimento organizacional Socialização organizacional Desenvolvimento organizacional Intervenção organizacional Mudança planeada Organizational competences Organizational commitment Organizational socialization Organizational development Organizational Intervention Planned change