Florescendo no trabalho com a contribuição das práticas de gestão de pessoas

Abstract

The central theme of this dissertation is flourishing at work, which can be influenced by people management (HRM) practices. There is a consensus in the literature that HRM policies and practices have a positive association with well-being at work. The positive psychology approach has influenced the field of well-being studies by relating HRM to organizational behavior, strengthening the focus on the human person. In this sense, by increasing work performance as well as well-being, capabilities, strengths, and virtues, it is possible to provide the experience of positive emotion, engagement, purpose, achievement, and positive relationships related to work, enabling the worker to flourish. In view of this, this research proposed to identify the contributions of strategic people management (SPM) practices to the flourishing of workers. To this end, the following specific objectives were outlined: a) to identify the SHRM practices of the organization in the photovoltaic solar energy segment; b) to verify the perception of workers in relation to the SHRM practices adopted by the organization; c) to measure the levels of flourishing of workers in the workplace; d) to associate the levels of flourishing of workers in the workplace with sociodemographic and occupational data; and e) to analyze the perception of workers about the contributions of SHRM practices to their level of flourishing. Methodologically, it is characterized as an applied social research, with an ontological and realistic approach, developed at the descriptive level, using mixed methods (quanti-quali) and guided by the single case study strategy. Conducted in an organization in the photovoltaic solar energy segment, 100 workers distributed within the head office and branches participated in the quantitative phase, and three founding partners, six heads of the SHRM department and fourteen workers from the various sectors of the organization participated in the qualitative phase. Data were collected through online questionnaires, documents, semi-structured interviews and focus groups. Quantitative data were organized in tables and graphs and analyzed using descriptive statistics, with standardizations and associations being performed. Then, qualitative data were organized with the support of the IraMuTeQ® 0.7 alpha 2 software, triangulated and analyzed through content analysis. The results emphasize and reinforce the importance of humanizing management and HR practices, which favor the creation of a healthy work environment, impacting the flourishing of workers in the workplace. In terms of contribution, all HR practices influence positive emotions, engagement, relationships, purpose and achievement, and contribute to the flourishing of workers, especially the practice of involvement - teamwork, recognition and rewards, and working conditions. It is concluded that the availability of resources and necessary conditions, on the part of the PM, is of fundamental relevance, which enable involvement, interpersonal and intersectoral relationships, satisfaction and well-being, so that workers and the organization benefit from the benefits provided by the state of labor flourishing. The results indicate contributions that reside in filling gaps in the literature, both national and international on the subject, especially by adopting a mixed methodological approach, enabling a deeper understanding of objective phenomena through subjective ones, and vice versa, given the lack of studies in the field of Administration.