Práticas de gestão sustentável de recursos humanos e seus impactos nos danos à saúde relacionados ao trabalho e no comprometimento organizacional

Abstract

Purpose: To identify the practices of sustainable human resources management and their impacts on health harm of work and organizational commitment. Thesis declaration: Sustainable human resources management practices favor the reduction of health harm of work and the increase of organizational commitment. Methodology: A qualitative research phase was developed to contextualize the integration of human resources management and sustainability, involving a sample comprised of companies classified in the Bovespa Sustainability Index 2016/2017. Subsequently, using descriptive research, a quantitative phase was carried out, based on a survey involving the participation of 290 employees of the said companies, in order to identify the variables related to the practices of sustainable human resources management and to test the proposed relations by using structural equation modeling. Findings: The results indicate that the practices of sustainable human resources management are represented by three dimensions: the attraction and retention of professionals, the maintaince of healthy and motivated professionals and the development of the professionals’ skills. In addition, these practices have a significant and negative impact on health harm of work, which are shown by the risk factors for psychological health, by the restrictions for positive health, and by the side effects of work. It was also apparent that the practices of sustainable human resources management have a significant and positive impact on affective and normative commitment, and the affective commitment stands out as a partial mediator of the relationship between the practices and the normative commitment. Practical implications: With regard to academic contributions, the present study enabled the empirical and comprehensive evaluation of the variables related to sustainable human resources management practices and their consequent elements, in convergence with the research agenda of the management field, which focuses on the results for the individuals(employees) and for the organizations. Gerencial implications: The identification and possible application of certain practices of sustainable human resources management as a way to minimize the damages to the health harm of work and to encourage the commitment are established with the main managerial contribution.