Natasha Fogaça

Políticas de gestão de pessoas no novo milênio: cenário dos estudos publicados nos periódicos da área de Administração entre 2000 e 2010

Os principais autores da area de gestao de pessoas (GP), como Guest (1987), Legge (2006), Armstrong (2009), Bohlander e Snell (2009) e Wilkinson et al. (2010), concordam que as pessoas assumiram papel estrategico e relevante nas organizacoes. Destarte, a GP nao deve ter papel tradicional de suporte, mas, sim, constituir competencia essencial organizacional, uma vez que os recursos humanos sao responsaveis pela producao de conhecimento, constituindo uma fonte de vantagem competitiva, devendo ser valorizados e desenvolvidos por meio de politicas de GP. Assim, o objetivo precipuo deste trabalho foi apresentar o cenario dos estudos sobre politicas de gestao de pessoas, mostrando os resultados de uma revisao bibliografica que abrange uma sintese do estado da arte e o cenario dos 108 estudos produzidos nacionalmente nos periodicos cientificos de nivel superior (maior/igual a Qualis B2) da area de Administracao nos ultimos dez anos, ou seja, no periodo compreendido entre 2000 e 2010. Tal revisao permitiu o delineamento de uma agenda de pesquisa. Os resultados engendrados de fato apontaram a relevância estrategica para as organizacoes dos estudos sobre politicas de gestao de pessoas; nao obstante, destacou-se a premencia de realizar mais estudos sobre o tema, uma vez que algumas politicas, embora estrategicas, ainda sao bem pouco investigadas. Ha lacunas na literatura tambem no que tange ao desenvolvimento e a validacao de instrumentos e a realizacao de ensaios teoricos. Em sintese, sugere-se relacionar as politicas e praticas de GP a outras variaveis do comportamento organizacional e combinar diferentes perspectivas metodologicas para analisar com maior propriedade seus efeitos no bem-estar dos colaboradores e nos resultados organizacionais.The main authors in the field of Human Resources Management (HRM), such as Guest (1987), Legge (2006), Armstrong (2009), Bohlander and Snell (2009) e Wilkinson et al. (2010), agreed that people have taken significant and strategic role in organizations. Therefore, the HRM field should not have traditional role of support, but rather provide organizational essential skills since human resources are responsible for the production of knowledge, providing a source of competitive advantage. Thats why they should be valued and developed through HRM policies. Thus, the main objective of this paper was to present the scenario of studies on policies of HRM, showing the results of a literature review covering the international production and the scenario of the 108 studies published in national journals in the top-level (greater equal than Qualis B2) from the Management field in the past 10 years, i.e., in the 2000-2010 period. This review allowed the proposition of a research agenda. The results engendered in fact indicated the strategic importance for organizations of studies on HRM policies, however they noted the urgency to carry out more studies on the subject, since some policies, although strategic, are still very poorly investigated. There are also gaps in the literature regarding the development and validation of scales and for theoretical studies. In summary, it is suggested to relate the policies and practices of GP to other variables of organizational behavior and combine different methodological perspectives in order to analyze more accurately their effects on the welfare of employees and organizational outcomes.

A hipótese "trabalhador feliz, produtivo": o que pensam os servidores públicos federais

The assumption “happy, productive worker” claims that happy employees, whose needs are met at their workplaces, show a better performance than unhappy employees. This is a consolidated statement for the business society, but there are very few empirical references. Therefore, this study aims to examine workers’ perception in relation to the assumption “happy, productive worker”. A focus group was conducted, having an exploratory nature, in order to understand how participants see the variables under study. The focus group was conducted in an organization of the

Políticas e práticas de gestão de pessoas nas organizações: cenário da produção nacional de primeira linha e agenda de pesquisa

People have assumed a strategic and important role in organizations, providing a source of essential organizational competence and therefore they should be valued and developed through Human Resource Management (HRM) policies and practices. This qualitative-quantitative research aims to design an overview of national studies on HRM policies and practices, presenting the results of a systematic and bibliometric review of papers published in leading management and psychology journals in the period 2010-2016. The article shows the institutionalization of research in Brazil, which allowed a proposition of a research agenda, updating the review of Demo, Fogaça, Nunes et al. (2011) that contemplated a review between 2000 and 2010. A literature review was carried out on eighteen journals with Qualis Classification equal to or greater than B1, resulting in 59 papers. The results showed the increase of scientific production indicators in the analyzed period highlighting the academic effort on the subject and the strategic relevance of HRM policies and practices studies for organizations. Gaps were identified, showing the need for further studies related to recruitment and selection and involvement policies, both little investigated in Brazil. There is also a lack of studies relating HRM policies to other organizational behavior variables and of efforts to develop and validate measurement tools on the subject.People have assumed a strategic and important role in organizations, providing a source of essential organizational competence and therefore they should be valued and developed through Human Resource Management (HRM) policies and practices. This qualitative-quantitative research aims to design an overview of national studies on HRM policies and practices, presenting the results of a systematic and bibliometric review of papers published in leading management and psychology journals in the period 2010-2016. The article shows the institutionalization of research in Brazil, which allowed a proposition of a research agenda, updating the review of Demo, Fogaca, Nunes et al. (2011) that contemplated a review between 2000 and 2010. A literature review was carried out on eighteen journals with Qualis Classification equal to or greater than B1, resulting in 59 papers. The results showed the increase of scientific production indicators in the analyzed period highlighting the academic effort on the subject and the strategic relevance of HRM policies and practices studies for organizations. Gaps were identified, showing the need for further studies related to recruitment and selection and involvement policies, both little investigated in Brazil. There is also a lack of studies relating HRM policies to other organizational behavior variables and of efforts to develop and validate measurement tools on the subject.

A INFLUÊNCIA DOS VALORES ORGANIZACIONAIS NA PERCEPÇÃO DE POLÍTICAS E PRÁTICAS DE GESTÃO DE PESSOAS

Os valores organizacionais possuem uma relacao direta com as praticas das organizacoes, dentre elas, as de gestao de pessoas, pois ambos formam o nucleo da cultura de cada organizacao. Por conseguinte, o objetivo geral deste estudo foi analisar a relacao existente entre valores organizacionais, como variavel independente, e politicas e praticas de gestao de pessoas, como variavel dependente. A pesquisa pode ser classifica como teorico-empirica quanto ao seu enquadramento, e quantitativa quanto a sua natureza. A pesquisa foi aplicada em uma empresa publica do ramo de agricultura do Distrito Federal, utilizando questionarios aplicados online e presencialmente. Quanto as analises utilizadas, foi realizado Escalonamento Multidimensional (MDS) para os dados de valores organizacionais, e regressoes multiplas lineares para analisar a relacao existente entre as duas variaveis. Alem disso, foi realizada uma revisao bibliometrica para as duas variaveis no periodo de 2009 a 2014, analisando os periodicos cientificos de primeira linha e a institucionalizacao das pesquisas no Brasil para cada uma das variaveis foi tracada.

Políticas de gestión de personas en el nuevo milenio: escenario de los estudios publicados en los periódicos del área de administración entre 2000 y 2010

Os principais autores da area de gestao de pessoas (GP), como Guest (1987), Legge (2006), Armstrong (2009), Bohlander e Snell (2009) e Wilkinson et al. (2010), concordam que as pessoas assumiram papel estrategico e relevante nas organizacoes. Destarte, a GP nao deve ter papel tradicional de suporte, mas, sim, constituir competencia essencial organizacional, uma vez que os recursos humanos sao responsaveis pela producao de conhecimento, constituindo uma fonte de vantagem competitiva, devendo ser valorizados e desenvolvidos por meio de politicas de GP. Assim, o objetivo precipuo deste trabalho foi apresentar o cenario dos estudos sobre politicas de gestao de pessoas, mostrando os resultados de uma revisao bibliografica que abrange uma sintese do estado da arte e o cenario dos 108 estudos produzidos nacionalmente nos periodicos cientificos de nivel superior (maior/igual a Qualis B2) da area de Administracao nos ultimos dez anos, ou seja, no periodo compreendido entre 2000 e 2010. Tal revisao permitiu o delineamento de uma agenda de pesquisa. Os resultados engendrados de fato apontaram a relevância estrategica para as organizacoes dos estudos sobre politicas de gestao de pessoas; nao obstante, destacou-se a premencia de realizar mais estudos sobre o tema, uma vez que algumas politicas, embora estrategicas, ainda sao bem pouco investigadas. Ha lacunas na literatura tambem no que tange ao desenvolvimento e a validacao de instrumentos e a realizacao de ensaios teoricos. Em sintese, sugere-se relacionar as politicas e praticas de GP a outras variaveis do comportamento organizacional e combinar diferentes perspectivas metodologicas para analisar com maior propriedade seus efeitos no bem-estar dos colaboradores e nos resultados organizacionais.The main authors in the field of Human Resources Management (HRM), such as Guest (1987), Legge (2006), Armstrong (2009), Bohlander and Snell (2009) e Wilkinson et al. (2010), agreed that people have taken significant and strategic role in organizations. Therefore, the HRM field should not have traditional role of support, but rather provide organizational essential skills since human resources are responsible for the production of knowledge, providing a source of competitive advantage. Thats why they should be valued and developed through HRM policies. Thus, the main objective of this paper was to present the scenario of studies on policies of HRM, showing the results of a literature review covering the international production and the scenario of the 108 studies published in national journals in the top-level (greater equal than Qualis B2) from the Management field in the past 10 years, i.e., in the 2000-2010 period. This review allowed the proposition of a research agenda. The results engendered in fact indicated the strategic importance for organizations of studies on HRM policies, however they noted the urgency to carry out more studies on the subject, since some policies, although strategic, are still very poorly investigated. There are also gaps in the literature regarding the development and validation of scales and for theoretical studies. In summary, it is suggested to relate the policies and practices of GP to other variables of organizational behavior and combine different methodological perspectives in order to analyze more accurately their effects on the welfare of employees and organizational outcomes.

Human resources management policies in the new millennium: scenario of studies published in Brazilian journals of management in the 2000-2010 period

Os principais autores da area de gestao de pessoas (GP), como Guest (1987), Legge (2006), Armstrong (2009), Bohlander e Snell (2009) e Wilkinson et al. (2010), concordam que as pessoas assumiram papel estrategico e relevante nas organizacoes. Destarte, a GP nao deve ter papel tradicional de suporte, mas, sim, constituir competencia essencial organizacional, uma vez que os recursos humanos sao responsaveis pela producao de conhecimento, constituindo uma fonte de vantagem competitiva, devendo ser valorizados e desenvolvidos por meio de politicas de GP. Assim, o objetivo precipuo deste trabalho foi apresentar o cenario dos estudos sobre politicas de gestao de pessoas, mostrando os resultados de uma revisao bibliografica que abrange uma sintese do estado da arte e o cenario dos 108 estudos produzidos nacionalmente nos periodicos cientificos de nivel superior (maior/igual a Qualis B2) da area de Administracao nos ultimos dez anos, ou seja, no periodo compreendido entre 2000 e 2010. Tal revisao permitiu o delineamento de uma agenda de pesquisa. Os resultados engendrados de fato apontaram a relevância estrategica para as organizacoes dos estudos sobre politicas de gestao de pessoas; nao obstante, destacou-se a premencia de realizar mais estudos sobre o tema, uma vez que algumas politicas, embora estrategicas, ainda sao bem pouco investigadas. Ha lacunas na literatura tambem no que tange ao desenvolvimento e a validacao de instrumentos e a realizacao de ensaios teoricos. Em sintese, sugere-se relacionar as politicas e praticas de GP a outras variaveis do comportamento organizacional e combinar diferentes perspectivas metodologicas para analisar com maior propriedade seus efeitos no bem-estar dos colaboradores e nos resultados organizacionais.The main authors in the field of Human Resources Management (HRM), such as Guest (1987), Legge (2006), Armstrong (2009), Bohlander and Snell (2009) e Wilkinson et al. (2010), agreed that people have taken significant and strategic role in organizations. Therefore, the HRM field should not have traditional role of support, but rather provide organizational essential skills since human resources are responsible for the production of knowledge, providing a source of competitive advantage. Thats why they should be valued and developed through HRM policies. Thus, the main objective of this paper was to present the scenario of studies on policies of HRM, showing the results of a literature review covering the international production and the scenario of the 108 studies published in national journals in the top-level (greater equal than Qualis B2) from the Management field in the past 10 years, i.e., in the 2000-2010 period. This review allowed the proposition of a research agenda. The results engendered in fact indicated the strategic importance for organizations of studies on HRM policies, however they noted the urgency to carry out more studies on the subject, since some policies, although strategic, are still very poorly investigated. There are also gaps in the literature regarding the development and validation of scales and for theoretical studies. In summary, it is suggested to relate the policies and practices of GP to other variables of organizational behavior and combine different methodological perspectives in order to analyze more accurately their effects on the welfare of employees and organizational outcomes.