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Search Results: 1 - 10 of 1156 matches for " Gisela Demo Fiuza "
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Desenvolvimento e valida??o da Escala de Percep??o de Políticas de Gest?o de Pessoas (EPPGP)
Fiuza, Gisela Demo;
RAM. Revista de Administra??o Mackenzie , 2008, DOI: 10.1590/S1678-69712008000600005
Abstract: this study aimed to show the development and the validation of the "perception of personnel management policies scale", created to evaluate personnel's perception related to organizations human resource management policies, considering the strategic relevance of the human resource management for the organizations nowadays. the method used involved the scale construction, comprising the variable operation and the theoretic analysis of its items, as well as its validation, concerning the data collection and its treatment, the psychrometrical analysis and the reliability assessment, measured by the "cronbach alpha" index. the research has unfolded a multifatorial scale, concerning 19 items, which were distributed in 4 factors, explaning 60.36% of the concept's total variance the study may contribute to human resource management field and correlates, in that the variable "personnel management policies" may be introduced in relational studies as well as may be used by managers in order to improve the personnel's welfare.
Políticas de gest?o de pessoas, valores pessoais e justi?a organizacional
Fiuza, Gisela Demo;
RAM. Revista de Administra??o Mackenzie , 2010, DOI: 10.1590/S1678-69712010000500004
Abstract: the purpose of this study is to investigate the relationship among the variable "perception of personnel management policies" and the variables personal values, perception of organizational justice, as well as the functional variable "type of organization" (private or public). therefore, regression analyses have been made, having as criterion variable the perception of personnel management policies, and as predictors personal values, organizational justice perception, and the "type of organization". the results shared that depending on the employees, personal values, on their perception about organizational justice, and on the type of organization they work for, certain personnel management policies are indeed more perceived and, possibly, more suitable and, hence, more effective to the achievement organizational goals, as well as should increase employees' well-being. therefore, such results may be considered by managers in the development of personnel management policies.
Desenvolvimento e valida o de escala percep o de políticas de gest o de pessoas (EPPGP)
Gisela Demo Fiuza
Revista de Administra??o Mackenzie , 2008,
Abstract: Este estudo apresenta o desenvolvimento e a valida o da escala de percep ode políticas de gest o de pessoas (EPPGP) para aferir a percep o dos colaboradoresquanto às políticas organizacionais de gest o de pessoas implementadas,considerando a relevancia estratégica da gest o de pessoas para as organiza esatualmente. O método abrangeu a constru o da escala envolvendo a operacionaliza oda variável e a análise teórica dos itens, bem como a valida o da escala quese remete à coleta dos dados, sua limpeza e tratamento, à análise fatorial e à aferi oda confiabilidade dos fatores. A pesquisa permitiu apresentar um instrumentomultifatorial com 19 itens, distribuídos em quatro fatores, explicando 60,36% davariancia total do construto. O estudo contribui com a produ o científica na áreade gest o de pessoas e correlatas, uma vez que a EPPGP pode ser usada em estudosrelacionais organizacionais e pelos gestores para incrementar o bem-estar doscolaboradores.
Políticas de gest o de pessoas, valores pessoais e justi a organizacional
Gisela Demo Fiuza
Revista de Administra??o Mackenzie , 2010,
Abstract: O objetivo deste estudo é investigar a rela o entre a variável “percep o de políticas de gest o de pessoas” e as variáveis valores pessoais, percep o de justi a organizacional, além da variável funcional “tipo de organiza o” (pública ou privada). Para tanto, realizaram-se análises de regress o, tendo como variável dependente a percep o das políticas de gest o de pessoas e como variáveis preditoras os valores pessoais, a percep o de justi a organizacional e o “tipo de organiza o”. Os resultados mostraram que, de fato, dependendo dos valores pessoais dos colaboradores, da percep o de justi a organizacional e do tipo de organiza o em que trabalham, certas políticas de gest o de pessoas s o mais percebidas e, possivelmente, devem ser mais adequadas e eficazes no alcance dos objetivos organizacionais, bem como na promo o de um maior bem-estar dos colaboradores. Por conseguinte, entende-se como relevante a considera o de tais quest es quando do desenvolvimento de políticas de gest o de pessoas nas organiza es.
Desenvolvimento e valida??o fatorial da Escala de Relacionamento com Clientes (ERC)
Rozzett, Késia;Demo, Gisela;
Revista de Administra??o de Empresas , 2010, DOI: 10.1590/S0034-75902010000400004
Abstract: considering the importance of developing the relationship between companies and customers, the objective of this study is to validate a scientific instrument capable of measuring such a relationship, emphasizing satisfaction and loyalty as assumptions for its construction and maintenance. this quantitative research used exploratory factor analysis for the experimental validation of the instrument and of a sample of 627 customers from various companies. the results show that the customer relationship scale (crs) has a one-factor structure, which explains about 64% of the variance, and a reliability rating of 0.92 (cronbach's α). the work makes a contribution to scientific production in the areas of marketing and the like, since the crs can be used in diagnostic and relational studies. the study's contribution also extends to the organizational area, given that the instrument may help managers build relationships with customers and improve organizational results.
Comprometimento, bem-estar e satisfa??o dos professores de administra??o de uma universidade federal
Traldi, Maria Teodora Farias;Demo, Gisela;
REAd. Revista Eletr?nica de Administra??o (Porto Alegre) , 2012, DOI: 10.1590/S1413-23112012000200001
Abstract: research on organizational commitment, well-being and job satisfaction have been performed successfully in the field of organizational psychology. new studies indicate a possible interdependence between these constructs. the main objective of this research was to investigate the relationships between organizational commitment, well-being and job satisfaction, through a census conducted with 104 professors of management at a federal university, with a response rate of 78%. this survey consists of an explanatory-descriptive study, having transversal and quantitative nature. the results showed that teachers had good levels of achievement at work and positive affect predominant over negative affect; they also expressed their satisfaction at work on the bosses, colleagues and the nature of work. the normative organizational commitment was the only one who contributed to the explanation of satisfaction with salary. the calculative organizational commitment has contributed to the explanation of the factors leading to satisfaction and satisfaction with the promotions. finally, affective organizational commitment was the main predictor of well-being and job satisfaction. this work contributed to both the academic field of organizational behavior, as for decision making regarding the management policies of the professors surveyed, with the expectation that both professors and students can enjoy a better environment for learning and knowledge production.
Políticas de gest?o de pessoas, confian?a e bem-estar: estudo em uma multinacional
Horta, Priscila;Demo, Gisela;Roure, Patricia;
Revista de Administra??o Contemporanea , 2012, DOI: 10.1590/S1415-65552012000400005
Abstract: the main authors in the area of human resource management (hrm), including legge (2006) and wilkinson, bacon, redman and snell (2010), agree that people have an important and strategic role in organizations. since hrm policies need to contribute to greater well-being and strengthen the confidence of employees in organizations (mariotti & souza, 2009; nishii, lepak, & schneider, 2008; turner, huemann, & keegan, 2008), this study aimed to assess the relationship between these variables, as perceived by 141 employees in a multinational company in the field of information technology. multiple linear regression analysis, structural equation modeling and maximum likelihood method were conducted to test the proposed models of relationships between the variables cited above. thus, it was possible to identify and confirm the influence hrm policies have on both confidence in the organization and employee well-being at work, as well as the influence of confidence on well-being at work. this research contributes to the advancement of studies in the areas of human resources management and organizational behavior by analyzing a previously unexplored relationship between a set of variables and also served as a diagnostic for the studied organization, assisting company managers in their decision-making in order to improve employee well-being.
Políticas de Gest o de Pessoas, Confian a e Bem-estar: Estudo em uma Multinacional
Priscila Horta,Gisela Demo,Patricia Roure
Revista de Administra??o Contemporanea , 2012,
Abstract: The main authors in the area of Human Resource Management (HRM), including Legge (2006) and Wilkinson,Bacon, Redman and Snell (2010), agree that people have an important and strategic role in organizations. Since HRM policies need to contribute to greater well-being and strengthen the confidence of employees in organizations (Mariotti & Souza, 2009; Nishii, Lepak, & Schneider, 2008; Turner, Huemann, & Keegan, 2008), this study aimed to assess the relationship between these variables, as perceived by 141 employees in a multinational company in the field of information technology. Multiple linear regression analysis, structural equation modeling and maximum likelihood method were conducted to test the proposed models of relationships between the variables cited above. Thus, it was possible to identify and confirm the influence HRM policies have on both confidence in the organization and employee well-being at work, as well as the influence of confidence on well-being at work. This research contributes to the advancement of studies in the areas of Human Resources Management and Organizational Behavior by analyzing a previously unexplored relationship between a set of variables and also served as a diagnostic for the studied organization, assisting company managers in their decision-making in order to improve employee well-being.
Human Resources Management Policies and Practices Scale (HRMPPS): Exploratory and Confirmatory Factor Analysis
Gisela Demo,Elaine Rabelo Neiva,Iara Nunes,Kesia Rozzett
BAR. Brazilian Administration Review , 2012,
Abstract: Given the strategic relevance of Human Resources Management (HRM) in organizations and the lack of scientific instruments to measure employees’ perceptions about policies and practices of HRM, this study aimed to validate the Human Resources Management Policies and Practices Scale (HRMPPS) through exploratory and confirmatory factor analysis using the maximum likelihood method. The study has a quantitative design, but also included qualitative analysis required for the development of a scale. Employees from various organizations composed a sample of 632 people. Scale reliability was assessed by Cronbach’s alpha and J reskog’s rho. A sixfactor model was generated showing high-reliability and good fit. Construct validity was provided through convergent and discriminant analyses. The factors were consistent with the literature review and explained about 58% of the construct’s total variance. This study contributes to the scientific production in the area of Human Resources Management since HRMPPS can be used not only in relational studies but also as an evaluation instrument by managers who wish to improve their employees’ well-being as well as organizational outcomes.
Políticas de gest o de pessoas no novo milênio: cenário dos estudos publicados nos periódicos da área de administra o entre 2000 e 2010.
Gisela Demo,Natasha Foga?a,Iara Nunes,Laylla Edrei
Revista de Administra??o Mackenzie , 2011,
Abstract: Os principais autores da área de gest o 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 estratégico e relevante nas organiza es. Destarte, a GP n o deve ter papel tradicional de suporte, mas, sim, constituir competência essencial organizacional, uma vez que os recursos humanos s o responsáveis pela produ o de conhecimento, constituindo uma fonte de vantagem competitiva, devendo ser valorizados e desenvolvidos por meio de políticas de GP. Assim, o objetivo precípuo deste trabalho foi apresentar o cenário dos estudos sobre políticas de gest o de pessoas, mostrando os resultados de uma revis o bibliográfica que abrange uma síntese do estado da arte e o cenário dos 108 estudos produzidos nacionalmente nos periódicos científicos de nível superior (maior/igual a Qualis B2) da área de Administra o nos últimos dez anos, ou seja, no período compreendido entre 2000 e 2010. Tal revis o permitiu o delineamento de uma agenda de pesquisa. Os resultados engendrados de fato apontaram a relevancia estratégica para as organiza es dos estudos sobre políticas de gest o de pessoas; n o obstante, destacou-se a premência de realizar mais estudos sobre o tema, uma vez que algumas políticas, embora estratégicas, ainda s o bem pouco investigadas. Há lacunas na literatura também no que tange ao desenvolvimento e à valida o de instrumentos e à realiza o de ensaios teóricos. Em síntese, sugere-se relacionar as políticas e práticas de GP a outras variáveis do comportamento organizacional e combinar diferentes perspectivas metodológicas para analisar com maior propriedade seus efeitos no bem-estar dos colaboradores e nos resultados organizacionais.
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