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Abstract(s)
Este trabalho visa identificar as práticas de gestão de recursos humanos que a Cotesi já adota e poderá adotar por forma a promover o empenhamento dos trabalhadores temporários. Analisar-se-á ainda a forma como as variáveis sociodemográficas e os aspetos relacionados com o trabalho podem influenciar o empenhamento organizacional destes trabalhadores.
Trata-se de um estudo de caso, em que se utilizará uma metodologia de investigação mista, privilegiando a observação direta, a auscultação da Direção de Recursos Humanos da Cotesi, através de entrevista, bem como dos trabalhadores temporários, através de inquérito por questionário e entrevistas a uma amostra de trabalhadores.
Em termos de resultados, de uma forma sumária, pode dizer-se que os trabalhadores estão ligados de forma instrumental com a Cotesi. Além disso, conclui-se que o sexo não determina o empenhamento, os casados têm maior empenhamento afetivo e que se pode associar maior idade a maior empenhamento afetivo. Salienta-se ainda que trabalhar em regime de laboração contínua tem um impacto negativo no empenhamento afetivo. Verificou-se também que a formação estabelece uma correlação forte com o empenhamento afetivo.
Este trabalho contribui para a área científica, na medida em que a gestão de trabalhadores temporários tem sido pouco abordada, em matéria de recursos humanos. Outro forte contributo do presente trabalho é a sugestão de plano de intervenção realizado especificamente para a Cotesi.
Os dados deste estudo não podem ser generalizados a outras organizações, sendo esta a principal limitação deste trabalho. O facto de o inquérito ter poucos itens pode ter contribuído para a existência de algum enviesamento nos resultados.
This paper aims to identify the human resource management practices that Cotesi already adopts and can adopt in order to promote the commitment of temporary workers. It will be analyzed how sociodemographic variables and work-related aspects can influence the organizational commitment of these workers. This is a case study, which will use a methodology of mixed research, focusing on direct observation, the enquiry of Cotesi's Human Resources Department, through interviews, as well as of temporary workers, through a questionnaire survey and interviews with a sample of workers. In terms of results, in a summary summarily, it can be said that the workers are linked in an instrumental way with Cotesi. In addition, it is concluded that sex does not determine commitment, married couples have a greater affective commitment and that greater age can be associated with greater affective commitment. It is also emphasized that working in a continuous working regime has a negative impact on the affective commitment. It was also found that training establishes a strong correlation with affective commitment. This work contributes to the scientific area, inasmuch as the management of temporary workers has been little approached in terms of human resources. Another strong contribution of the present work is the suggestion of an intervention plan made specifically for Cotesi. The data of this study can not be generalized to other organizations, being this the main limitation of this work. The fact that the survey had few items may have contributed to the existence of some bias in the results.
This paper aims to identify the human resource management practices that Cotesi already adopts and can adopt in order to promote the commitment of temporary workers. It will be analyzed how sociodemographic variables and work-related aspects can influence the organizational commitment of these workers. This is a case study, which will use a methodology of mixed research, focusing on direct observation, the enquiry of Cotesi's Human Resources Department, through interviews, as well as of temporary workers, through a questionnaire survey and interviews with a sample of workers. In terms of results, in a summary summarily, it can be said that the workers are linked in an instrumental way with Cotesi. In addition, it is concluded that sex does not determine commitment, married couples have a greater affective commitment and that greater age can be associated with greater affective commitment. It is also emphasized that working in a continuous working regime has a negative impact on the affective commitment. It was also found that training establishes a strong correlation with affective commitment. This work contributes to the scientific area, inasmuch as the management of temporary workers has been little approached in terms of human resources. Another strong contribution of the present work is the suggestion of an intervention plan made specifically for Cotesi. The data of this study can not be generalized to other organizations, being this the main limitation of this work. The fact that the survey had few items may have contributed to the existence of some bias in the results.
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Keywords
Trabalho temporário Empenhamento Práticas de gestão de recursos humanos Temporary work Commitment Human resources management practices