This study attempts to examine and comprehend the connection between human resources management (HMR) practices and effective supply chain management (SCM) implementation by means of a conceptual framework and construct developed through a literature study and previous studies conducted in this area. The focus of this study was to determine whether a South African automotive manufacturer, implements identified human resources practices and to establish to what extent these practices enhance effective supply chain management implementation. A quantitative research approach was used to conduct this study. A census survey was used to collect data. Electronic data was collected using a monkey survey, and paper-based questionnaires were collected by the researcher at the participating organisation. Seven hypotheses were formulated to guide this study. The data analysis of this research was done for the purpose of testing these hypotheses and achieving the empirical research objectives. The findings from descriptive statistical analysis summarised the strong HR practices which facilitate the implementation of effective supply chain management in the participating automotive manufacturing organisation, and also focused on weak HR practices which might hinder the implementation of effective supply chain management. Some areas in which improvement is possible were identified. By taking into account that this study focused on one leading South African automotive manufacturer, further research is recommended with an expansive scope of South African automotive manufacturing organisations. The study aimed to provide recommendations on the adoption of human resource management practices for the purpose of facilitating the implementation of an effective supply chain management. It is of crucial value for the participating South African automotive manufacturing organisation to apply the study’s findings (The South African manufacturer should revise its compensation practices by ensuring that compensation is comparable to what other employees in similar jobs elsewhere are being paid, and it should also provide a sociable and transparent working environment to its workers). / Business Management / M. Com. (Business Management)

Le contrat psychologique se définit comme une croyance de l'employé relative à des obligations réciproques entre lui-même et son employeur, lesquelles sont basées uniquement sur la perception des promesses de l'organisation mais qui ne correspondent pas obligatoirement à la réalité. Bien que ce concept suscite une littérature abondante, peu d'études se sont intéressées spécifiquement à ses relations avec la formation organisationnelle. La revue de littérature met en évidence que les caractéristiques sociodémographiques, organisationnelles et formationnelles influencent le contrat psychologique d'une part. D'autre part, les objectifs de performance organisationnelle et d'employabilité, les facteurs contextuels et le transfert des acquis de la formation contribuent à l'efficacité de la formation. Cette recherche-action vise à répondre à la question de l'influence du contrat psychologique sur la formation organisationnelle. L'échantillon de l'étude est composé de 119 ouvriers non diplômés d'un site de production automobile français. La première partie des résultats se consacre à l'étude de la validité psychométrique de l'outil de mesure du contrat psychologique, le « Psychological Contract Inventory » (PCI), à l'influence des variables sociodémographiques, organisationnelles et formationnelles sur le contrat psychologique. La seconde partie s'intéresse à l'influence de la réalisation du contrat psychologique sur la satisfaction de la formation. A partir de la revue de littérature et des résultats obtenus, un modèle théorique comprenant l'influence des caractéristiques individuelles, organisationnelles et formationnelles de l'employé sur le contrat psychologique et l'influence de la réalisation du contrat psychologique sur la satisfaction de la formation est proposé. Dans la troisième partie, les implications pratiques et théoriques des résultats sont discutées. / The Psychological Contract is defined as a belief of the employee on reciprocal obligations between himself and his employer, which is also based solely on the perception of the organization's promises but does not necessarily correspond to reality. Although this concept provides researchers with abundant literature, few studies have focused specifically on its relationship with organizational training. The literature review consulted for this research shows that socio-demographic, organizational and training characteristics influence the Psychological Contract and also that the objectives of organizational performance and employability, contextual factors and transfer of training contribute to the effectiveness of the training. The purpose of this action-research is to answer the question of the extent of the influence of the Psychological Contract on organizational training. The study sample consists of 119 unqualified workers in a French automotive production site. The first part of this research's results is dedicated to the study of the psychometric validity of the Psychological Contract's measurement tool, the "Psychological Contract Inventory" (PCI) and the influence of socio-demographic, organizational and formational variables on the Psychological Contract. The second part focuses on the influence of the realization of the Psychological Contract on training satisfaction. From the literature review and the results obtained, a theoretical model is proposed which would include the influence of individual, organizational and training characteristics of the employee's Psychological Contract and the influence of the realization of the Psychological Contract on training satisfaction. In the third part, the practical and theoretical implications of the results are discussed.

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No. of bitstreams: 1 TeseAA.pdf: 2983498 bytes, checksum: ec6b1dec1141931fd363b74758f44585 (MD5) Previous issue date: 2016-10-21 / Não recebi financiamento / The aim of this thesis was to investigate how Human Resource practices contribute to overcome barriers and to produce facilitating factors to internal integration of companies in the context of Supply Chain Management. Both barriers and facilitating factors are influenced by the human factor, which, in turn, is still not considered in research related to Supply Chain Management. Therefore, we carried out a literature review to build the theoretical foundation, using the Systematic Review of Literature, whose results were systematized into two main discussion blocks: (i) characterization of internal integration in the context of Supply Chain Management, and (ii) interaction between Human Resource Management and Supply Chain Management with emphasis on Human Resource practices. This theoretical foundation supported the development of the research empirical phase, a qualitative approach, using multiple case studies as a research method. We investigated six medium to large national companies, representative in their sectors. Data collection was conducted through interviews with supply chain managers (or equivalent position) and human resource managers, document analysis and direct observation. In the six investigated companies, we found that the development of actions in Human Resource practices for the specific needs of Supply Chain Management generate positive effects in overcoming the barriers to internal integration and improve facilitating factors. The contributions from the Human Resources practices for companies' internal integration in the context of Supply Chain Management could be grouped according to the following points: (1) professional training and support in determining the professional profile to work in Supply Chain Management, including the position "Supply Chain Manager", (2) implementation of projects for Supply Chain Management and change management, (3) support in structuring the Supply Chain area, (4) stimulating teamwork, and (5) relevance of internal recruitment. Overall, the results obtained in this research indicate that internal integration for Supply Chain Management can be seen from the perspective of Human Resource Management, especially when considering the influence of the human factor for the success of initiatives and supply chain practices. / O objetivo desta tese foi investigar como as práticas de Recursos Humanos contribuem na superação das barreiras e na construção dos fatores facilitadores à integração interna das empresas no contexto da Gestão da Cadeia de Suprimentos. Ambos, barreiras e fatores facilitadores, são influenciados pelo fator humano, por sua vez ainda pouco considerado nas pesquisas referentes à Gestão da Cadeia de Suprimentos. Para tanto, a construção da fundamentação teórica foi realizada com o uso da técnica de Revisão Sistemática da Literatura, cujos resultados foram sistematizados em dois principais blocos de discussão: (i) caracterização da integração interna no contexto da Gestão da Cadeia de Suprimentos e (ii) interação entre a Gestão de Recursos Humanos e a Gestão da Cadeia de Suprimentos, com ênfase nas práticas de Recursos Humanos. Esta fundamentação teórica apoiou o desenvolvimento da fase empírica da pesquisa, de abordagem qualitativa, utilizando como método de pesquisa a realização de estudos de caso múltiplos. Foram investigadas seis empresas nacionais, de médio a grande porte e representativas nos seus setores de atuação. A coleta de dados foi realizada por meio de entrevistas com gestores de cadeia de suprimentos (ou função equivalente) e gestores de recursos humanos, análise documental e observação direta. Nas seis empresas investigadas constatou-se que desenvolvimento de ações nas práticas de Recursos Humanos para as necessidades específicas da Gestão da Cadeia de Suprimentos geram efeitos positivos na superação das barreiras à integração interna e na melhoria dos fatores facilitadores. As contribuições advindas das práticas de Recursos Humanos para a integração interna das empresas no contexto da Gestão da Cadeia de Suprimentos puderam ser agrupas nos seguintes pontos: (1) capacitação profissional e apoio na determinação do perfil profissional para atuação em Gestão da Cadeia de Suprimentos, incluindo o cargo de “Gestor de Cadeia de Suprimentos”, (2) implantação de projetos de Gestão da Cadeia de Suprimentos e a gestão da mudança, (3) apoio na estruturação da área de Supply Chain, (4) estímulo ao trabalho em equipe e (5) relevância do recrutamento interno. De maneira geral, resultados desta pesquisa sinalizam que a integração interna para a Gestão da Cadeia de Suprimentos pode ser vista sob a perspectiva da Gestão de Recursos Humanos, especialmente quando se considera a influência do fator humano para o sucesso das iniciativas e práticas de cadeia de suprimentos.

Este estudo tem por objetivo contribuir para a investigação sobre as relações entre as práticas de GERH, o engajamento no trabalho e resultados no nível do indivíduo: desempenho no cargo e intenção de sair da organização. A pesquisa bibliográfica demonstrou a multiplicidade de Práticas, Sistemas de Práticas de GERH, com convergências e divergências. O referencial Amo Framework para a definição das Práticas se mostrou, ao menos conceitualmente, um modelo robusto e integrador do plano organizacional para o plano individual. Empiricamente, encontramos forte associação entre as Práticas de GERH orientadas pelo AMO e o Engajamento o que, sem dúvida, é uma contribuição para o \"Problema da Caixa Preta\". Ainda quanto à pesquisa bibliográfica, foi analisado o construto engajamento no trabalho e suas diversas linhas teóricas, variáveis antecedentes e escalas de mensuração. Foi definido modelo teórico que relaciona as Práticas de GERH, os resultados individuais, o engajamento no trabalho e variáveis antecedentes relevantes associadas ao engajamento, que foi testado via Modelagem de Equações Estruturais (Lavaan- R), atendendo aos requisitos de qualidade de ajuste (GOF), com parâmetros considerados bons. O foco desta pesquisa foi trazer o construto de engajamento no trabalho para o debate acadêmico no Brasil e seu papel na Gestão Estratégica de RH. Desse modo, em tempos de alta competitividade, podemos afirmar que um dos objetivos da GERH deve estar ligado à promoção dos níveis de Engajamento. Nesse estudo, ficou demonstrada a robustez do construto e sua mensuração, a validade discriminante com outros construtos e na amostra pesquisada a associação significativa direta em relação ao Desempenho no Cargo e a Intenção de Sair. Foram confirmadas as hipóteses com respeito à importância do engajamento no trabalho - quer seja em sua associação direta com as variáveis de resultado individuais, quer seja pela sua associação indireta nas relações entre as Práticas de GERH (e Suporte Percebido) e as variáveis consequentes pesquisadas. Como contribuições da tese para a Teoria, consideramos que os resultados desta tese fazem avançar a compreensão acerca do \'Problema da Caixa Preta\' ao demonstrar a forte associação positiva entre as Práticas de GERH e o engajamento no trabalho e este com comportamentos e atitudes desejáveis. Sugestões para futuras investigações bem como implicações teóricas, metodológicas e práticas são discutidas. / This study aims to contribute to research on the relationships between the practices of SHRM, work engagement and results at the individual level: performance and intention to leave the organization (reverse). The bibliographical research demonstrated the multiplicity of Practices, Systems of Practices of SHRM, with convergences and divergences. The Amo framework for the definition of Practices has been shown, at least conceptually, as a robust and integrative model. Empirically, we find a strong association between the AMO oriented practices and the engagement, which undoubtedly contributes to the \'black box problem\'. As for bibliographical research, the work engagement construct and its various theoretical lines, antecedents variables and measurement scales were analyzed. It was defined a theoretical model that relates the SHRM Perceived Practices, the individual results, the engagement in the work and relevant antecedent variables associated to the engagement, which was tested using Structural Equation Modeling (Lavaan-R), meeting the requirements of quality of fit (GOF), with parameters considered good. The focus of this research was to bring the work engagement construct to the academic debate in Brazil and its role in SHRM. Thus, in times of high competitiveness, we can say that one of the objectives of the SHRM must be linked to the promotion of levels of work engagement. In this study, the robustness of the construct and its measurement, the discriminant validity with other constructs and a direct significant association with respect to job performance and the Intention to leave (reversed) were proved. The hypotheses regarding the importance of engagement at work - whether in their direct association with the individual outcome variables or their indirect association in the relationship between the Practices of SHRM Perceived Practices, and Perceived Support and the consequent variables were confirmed in the sample. As contributions of the thesis to the Theory, we consider that the results of this thesis advances the understanding about the \'Black Box Problem\' by demonstrating the strong positive association between the SHRM Practices and the work engagement and the latter with desirable behaviors and attitudes. Suggestions for future investigations as well as theoretical, methodological and practical implications are discussed.

Abstracts in English, Afrikaans and Zulu / Literature suggests that human resource practices (HRPs), particularly performance appraisal (PA), contribute to innovation. However, the importance of PA amongst other antecedents to innovation is inadequately described. This leaves human resource managers (HRMs) in the dark on which HRPs they should emphasize. This study contextualises the PA-innovation relationship in South Africa and specifies the importance of PA as a driver of innovation within and across organisations. A cross-sectional survey was employed, acquiring data from a broad cross-section of South African employees and organisations. PA, HRPs and three other antecedents to innovation, and innovation itself, were measured. Across organisations, PA was directly responsible for between 3.8% and 5.7% of the variance in innovation. It was also found that, when PA was combined with other HRPs and other antecedents to innovation, the role of PA was significant, though mostly secondary. Within organisations, the pattern repeated itself with the PAinnovation relationship significant in 30% of organisations, with PA never the dominant driver of innovation in any organisation. The research thus revealed that PA, as an antecedent to innovation, plays a subordinate role, both across employees and within specific organisations. When testing more complex models on the PA-innovation link, the results revealed that the PA-innovation relationship is mediated by work engagement (WE) as well as affective commitment (AC), with WE having the greatest effect. Transformational leadership (TL) and corporate entrepreneurship (CE) moderate the PA-innovation relationship, with TL having the strongest effect and CE having almost no effect. Proactive personality does not moderate the PA-innovation relationship. The results specify the relative importance of PA in general and within specific organisations. The main finding is that PA is not the dominant HRP driving innovation. It also shows that leadership behaviour (TL) more than climate (CE), and WE rather than AC influence the PA innovation relationship. The aforementioned will benefit all stakeholders, particularly HRMs, to focus on appropriate HRPs when trying to enhance innovation at the general employee and organisational level. No previous research has discussed the role of PA as an antecedent to innovation in this degree of detail or contextualised the research as has been done here. / Literatuur suggereer dat menslike hulpbronpraktyke, veral prestasiebeoordeling, bydra tot innovasie. Die belangrikheid van prestasiebeoordeling onder ander antesedente vir innovasie word egter onvoldoende beskryf. Dit laat menslikehulpbronbestuurders in die duister waarop menslike hulpbronpraktyke hulle moet beklemtoon. Hierdie studie kontekstualiseer die prestasiebeoordeling-innovasie-verhouding in Suid-Afrika en spesifiseer die belangrikheid van prestasiebeoordeling as 'n drywer van innovasie binne en oor organisasies. Daar is gebruik gemaak van 'n deursnee-opname met die verkryging van data van 'n breë deursnit van Suid-Afrikaanse werknemers en organisasies. Prestasiebeoordeling, menslike hulpbronpraktyke en drie ander voorvaders vir innovasie en innovasie self is gemeet. Regoor organisasies was prestasiebeoordeling regstreeks verantwoordelik vir tussen 3.8% en 5.7% van die variansie in innovasie. Daar is ook gevind dat, toe prestasiebeoordeling gekombineer is met ander menslike hulpbronpraktyke en ander antesedente vir innovasie, die rol van prestasiebeoordeling belangrik was, hoewel meestal sekondêr. Binne organisasies het die patroon homself herhaal met die prestasiebeoordeling-innovasie-verhouding wat in 30% van die organisasies beduidend was, met prestasiebeoordeling nooit die dominante drywer van innovasie in enige organisasie nie. Die navorsing het dus aan die lig gebring dat prestasiebeoordeling, as 'n voorvader van innovasie, 'n ondergeskikte rol speel, beide oor werknemers en binne spesifieke organisasies. By die toetsing van meer ingewikkelde modelle op die prestasiebeoordeling-innovasie-skakel, het die resultate aan die lig gebring dat die prestasiebeoordeling-innovasie-verhouding bemiddel word deur werksbetrokkenheid sowel as affektiewe toewyding, met die feit dat werksbetrokkenheid die grootste effek het. Transformasionele leierskap en korporatiewe ondernemerskap het die prestasiebeoordeling-innovasie-verhouding gematig, en Transformasionele leierskap het die sterkste effek en korporatiewe ondernemerskap het byna geen effek nie. Proaktiewe persoonlikheid modereer nie die prestasiebeoordeling-innovasie-verhouding nie. Die resultate spesifiseer die relatiewe belang van prestasiebeoordeling in die algemeen en binne spesifieke organisasies. Die belangrikste bevinding is dat prestasiebeoordeling nie die dominante menslike hulpbronpraktyk is wat innovasie dryf nie. Dit wys ook dat leierskapsgedrag meer as klimaat is, en werksbetrokkenheid eerder as affektiewe toewyding die binnovasieverhouding beïnvloed. Bogenoemde sal alle belanghebbendes, veral menslikehulpbronbestuurders, bevoordeel om op toepaslike menslike hulpbronpraktyke te konsentreer as hulle probeer om innovasie op die algemene werknemer- en organisatoriese vlak te bevorder. Geen vorige navorsing het die rol van prestasiebeoordeling as 'n voorkennis vir innovasie in hierdie mate van detail bespreek of die navorsing gekontekstualiseer soos hier gedoen is nie. / Izincwadi zisikisela ukuthi imikhuba yemithombo yabantu, ikakhulu ukutuswa ngomsebenzi, kwenza abantu basungule izinto. Nokho, ukubaluleka kwe-ukutuswa ngomsebenzi phakathi kwezinye izinto kudlula ukusungula izinto okuchazwe ngokungenelea. Lokhu kwenza abaphathi bemithombo yabantu besebumnyameni ngokuthi imaphi ama-imikhuba yemithombo yabantu okufanele bawagcizelele. Lolu cwaningo luhlobanisa ukusungulwa kwezinto ze-ukutuswa ngomsebenzi nobuhlobo eNingizimu Afrika futhi ikhuthaze ngokukhethekile ukubaluleka kweukutuswa ngomsebenzi njengokushukumisa abantu ukuba basungule ngaphakathi nakuzo zonke izinhlangano. Kwasetshenziswa inhlolo-vo kuzo zonke izinhlangano, kwaqoqwa idatha kuzo zonke izingxenye zabasebenzi baseNingizimu Afrika nezinhlangano. I-ukutuswa ngomsebenzi, ama-imikhuba yemithombo yabantu nabanye abasunguli abathathu bezinto, nokusungulwa kwezinto ngokwako kwakalwa. Kuzo zonke izinhlangano, i-ukutuswa ngomsebenzi yayinomthwalo ngokuqondile phakathi kwamaphesenti angu-3.8 no-5.7% zokusungula izinto okuhlukahlukene. Kwatholakala nokuthi, lapho i-ukutuswa ngomsebenzi ihlanganiswa namanye ama-imikhuba yemithombo yabantu nezinye izinhlangano ezisungula izinto, indima ye-ukutuswa ngomsebenzi yayibalulekile, nakuba ingeyesibili. Phakathi nezinhlangano, umkhuba wawuziphindaphinda ekusunguleni kwe-ukutuswa ngomsebenzi nobuhlobo nezinhlangano ezingamaphesenti angu-30, i-ukutuswa ngomsebenzi yayingashukumisi ukusungula izinto kunoma iyiphi inhlangano. Ngakho, ucwaningo lwembula ukuthi i-ukutuswa ngomsebenzi, njengento esungulayo, inendima ebalulekile, kokubili kubasebenzi nasezinhlanganweni ezithile. Lapho kuhlolwa izimo eziyinkimbinkimbi kakhulu ekuhlobaneni nokusungula kwe-ukutuswa ngomsebenzi, imiphumela yembula ukuthi ukusungula kwe-ukutuswa ngomsebenzi kuhlobene nokusebenza kanye nokuzibophezela okuphumelelayo, i-kuhlobene nokusebenza inomthelela omkhulu kakhulu. Abaholi bezinguquko nabaphathi bezinkampani bayakulinganisa ubuhlobo bokusungula ne-ukutuswa ngomsebenzi, i-abaholi bezinguquko inomthelela omkhulu kakhulu futhi i-nabaphathi bezinkampani ingenawo umthelela. Ubuntu obuhle abulinganiseli ubuhlobo bokusungula kwe-ukutuswa ngomsebenzi. Imiphumela ibonisa ukubaluleka kwe-ukutuswa ngomsebenzi phakathi ezinhlanganweni ezithile. Okwatholakala ukuthi i-ukutuswa ngomsebenzi ayiyona into eyinhloko eshukumisa ukusungula kwe-imikhuba yemithombo yabantu. Ibuye ibonise ukuziphatha kwabaholi ngaphezu kwesimo sezulu, ne-kuhlobene nokusebenza kunethonya le-nokuzibophezela okuphumelelayo ebuhlotsheni bokusungula kwe-ukutuswa ngomsebenzi. Lokho okuphawulwe ngenhla kuyozuzisa wonke ama-stakeholder, ikakhulu ama-abaphathi bemithombo yabantu, ukuze agxile kuma-imikhuba yemithombo yabantu afanele lapho ezama ukukhuthaza abasebenzi abavamile nezinhlangano ukuba basungule. Alukho ucwaningo lwangaphambili oluke lwaxoxa ngendima ye-ukutuswa ngomsebenzi njengesungula izinto kuleli zinga elinemininingwane noma ibeke ucwaningo ngokunembile njengoba kwenziwe lapha. / Business Management / D.B.L.

The objective of this study was to assess the perceptions of individuals with disabilities regarding the career advancement challenges they face and to determine whether the perceptions of career advancement challenges disabled individuals from different races, ages, genders and occupational levels differ. This study employed a qualitative approach to explore the career advancement challenges and also to achieve the empirical objectives. The empirical study was conducted with 15 employees with declared disabilities employed by two group companies in different sectors in the Gauteng Province. Probability, purposeful and snowballing sampling techniques were applied. The findings indicated that most people with disabilities experienced career advancement challenges, especially promotion opportunities. Managers and colleagues’ lack of knowledge about disabilities have an adverse impact on the careers of individuals living with a disability. The findings of this study may help companies improve practices on the integration and inclusion of employees with disabilities and also on decision-making regarding their careers. / Human Resource Management / M. Com. (Business Management)

知識不同於一般的商品，其具有無形、內隱與價值不易判斷等特質，組織很難以權威、命令、或單以金錢的方式來要求員工主動分享其專屬的知識，以提高組織內知識運用與創造的循環。人力資源制度涵蓋整體企業，各項措施與內部員工息息相關，而員工個人主觀的支持知覺和對上司的信任態度，對其知識分享(Knowledge sharing)的行為存在可能的影響。本研究以社會交換理論為基礎，透過階層線性模式(Hierarchical Linear Modeling)的統計方法，以Snell & Dean(1992)提出的五種高承諾人力資源措施構面為組織層次變項，同時參考Eisenberger(1986）與Robinson(1994)所提出的知覺組織支持(POS)與信任(Trust)為個體層次的預測變項和中介變項，驗證跨層次與單一層次的變項對組織員工知識分享行為的影響。 本研究將問卷分為主管問卷與基層問卷，透過書面郵寄與電子郵件的方式進行發放，對象為台灣國內27家金融機構的管理人員與一般員工，參與本研究的公司涵蓋銀行、證券、保險、投信、郵局與期貨公司。我們經由實證分析，得到了以下的研究發現： 一、 員工的知覺組織支持的認知程度愈高，其採取知識分享的意願與行為也會愈高。 二、 員工的知覺組織支持的認知程度愈高，其對直屬上司的信任也會跟著增加。 三、 員工對直屬上司的信任程度增加，其採取知識分享的意願與行為也會愈高。 四、 對直屬上司的信任在員工的知覺組織支持與知識分享之間存在中介效果。 五、 高承諾人力資源措施對知覺組織支持之間的跨層次影響有顯著，個別措施中嚴格甄選、績效評估、外部競爭與內部公平薪酬制度對員工的知覺組織支持之間存在正向關係。 六、 高承諾人力資源措施對信任之間的跨層次影響不顯著，個別措施的關係皆不顯著。 七、 高承諾人力資源措施對知識分享之間的跨層次影響不顯著，個別措施中僅嚴格甄選對員工的知識分享之間存在正向關係。 依據本研究結論，提供具體建議予相關單位及後續研究者參考。 / Knowledge has the characteristics of being intangible, tacit and difficult to evaluate. So an organization can’t force its employees to actively share their own knowledge to others by using the ways of authority, command or high payment only. High Commitment Human Resource Management (HCHRM) system includes many practices which closely influence the whole company and individuals in the organization context. And in individual level, the knowledge-sharing behavior of employees may be changed by the factors of perception organization support (POS) for company and the Trust for supervisors. In this study, we use Hierarchical Linear Modeling (HLM) to investigate the relationship among HCHRM practices, POS, Trust and Knowledge Sharing (KS) in both single level and cross level. The research hypotheses all base on the theory of Social Exchange. We collected 956 valid questionnaires from the employers and employees in 27 financial companies in Taiwan. According to the results of our analysis, we found that POS and Trust in individual level were significantly and positively associated with the employees’ behavior of knowledge sharing. And Trust also had intervening effect between POS and KS. In cross-level analysis, HCHRM practices can only affect the variable of POS. Finally, we conclude with a brief discussion of the interpretations and implications of the results in the context of single-level and cross-level. We also provide some practical and reasonable suggestions for company supervisors and further research.

Este trabalho examina Qualidade de Vida no Trabalho nas manufaturas, de médio porte que obtiveram certificação ISO 9000. Nosso principal objetivo foi investigar as prováveis relações entre esforço da empresa e satisfação dos empregados através de indicadores empresariais selecionados com critérios da abordagem biopsicossocial. O método de pesquisa foi estudo de campo, com o modelo de variáveis dependentes e independentes. Os dados foram coletados em 26 empresas e 446 questionários, na Região de São Paulo. Os resultados demonstram inicialmente comparações através de análise exploratória entre gerência de recursos humanos e empregados. A seguir, levantaram-se fatores de satisfação dos empregados, quais sejam: atuação organizacional, necessidades biológicas, inclusão social, prestação de serviços; e fatores de esforço das empresas: imagem, desenvolvimento profissional, administração de recursos humanos, saúde e ética, demandas legais e reposição de energias. Através de análise de conglomerados foram obtidos perfis de atitudes dos empregados. Os perfis são diferenciados entre realização, desconfiança ou crítica à empresa. Finalmente, obtivemos resultados sobre tipos de gestão. Os tipos identificados foram estruturado, reativo e aleatório. Relacionando-se esses tipos de gestão e perfis dos empregados, constatou-se que a satisfação dos empregados localiza-se mais na imagem da empresa e em programas de atendimento a saúde e benefícios, que no tipo de gestão. / This work deals with Life Quality at Work at medium-sized manufacturers that had been awarded ISO 9000 certificate. We targeted investigating the potential relationship between companys effort and employees satisfaction through the selected companys indicators based on criteria of the bio-psycho-social approach. Research method was the field study with the model of dependent and independent variables. Data were collected at 26 companies by 446 questionnaires in the São Paulo Region. Results show first comparisons through exploratory analysis of human resources management and employees. Following, employees satisfaction factors were identified as follows: organizational acting, biological needs, social integration, service rendering; so were the companys effort factors: image, professional development, human resources management, health and ethics, legal actions and energy recovery. By means of a cluster analysis, the employees attitude profile was obtained. They were made distinct among accomplishment, discredit or criticism about the company. Finally, we have obtained results related to kinds of management. Identified kinds were structured, reactive and random. After relating these kinds of management and employees profiles, we could find out that employees satisfaction is based more on the companys image and on medical services and benefits than on the kind of management.

Este trabalho examina Qualidade de Vida no Trabalho nas manufaturas, de médio porte que obtiveram certificação ISO 9000. Nosso principal objetivo foi investigar as prováveis relações entre esforço da empresa e satisfação dos empregados através de indicadores empresariais selecionados com critérios da abordagem biopsicossocial. O método de pesquisa foi estudo de campo, com o modelo de variáveis dependentes e independentes. Os dados foram coletados em 26 empresas e 446 questionários, na Região de São Paulo. Os resultados demonstram inicialmente comparações através de análise exploratória entre gerência de recursos humanos e empregados. A seguir, levantaram-se fatores de satisfação dos empregados, quais sejam: atuação organizacional, necessidades biológicas, inclusão social, prestação de serviços; e fatores de esforço das empresas: imagem, desenvolvimento profissional, administração de recursos humanos, saúde e ética, demandas legais e reposição de energias. Através de análise de conglomerados foram obtidos perfis de atitudes dos empregados. Os perfis são diferenciados entre realização, desconfiança ou crítica à empresa. Finalmente, obtivemos resultados sobre tipos de gestão. Os tipos identificados foram estruturado, reativo e aleatório. Relacionando-se esses tipos de gestão e perfis dos empregados, constatou-se que a satisfação dos empregados localiza-se mais na imagem da empresa e em programas de atendimento a saúde e benefícios, que no tipo de gestão. / This work deals with Life Quality at Work at medium-sized manufacturers that had been awarded ISO 9000 certificate. We targeted investigating the potential relationship between companys effort and employees satisfaction through the selected companys indicators based on criteria of the bio-psycho-social approach. Research method was the field study with the model of dependent and independent variables. Data were collected at 26 companies by 446 questionnaires in the São Paulo Region. Results show first comparisons through exploratory analysis of human resources management and employees. Following, employees satisfaction factors were identified as follows: organizational acting, biological needs, social integration, service rendering; so were the companys effort factors: image, professional development, human resources management, health and ethics, legal actions and energy recovery. By means of a cluster analysis, the employees attitude profile was obtained. They were made distinct among accomplishment, discredit or criticism about the company. Finally, we have obtained results related to kinds of management. Identified kinds were structured, reactive and random. After relating these kinds of management and employees profiles, we could find out that employees satisfaction is based more on the companys image and on medical services and benefits than on the kind of management.