Team engagement in designed matrix of civil construction and industry multinacional
DOI:
https://doi.org/10.23925/2179-3565.2026v17i1p278-286Keywords:
Utrecht Work Engagement Scale, Force, Assessment, Dedication, PerformanceAbstract
Human resources practices must encourage employee engagement so that the workforce can contribute to organizational performance. The objective of this research was to analyze the level of impact of the engagement of project coordinators and managers who work in a projectized matrix. The methodology used was quantitative, descriptive and explanatory research that focused on a global leader in the production and distribution of lightweight and sustainable materials for construction and industry. There was an analysis using the Utrecht Work Engagement Scale [UWES] sent a questionnaire link via WhatsApp to 19 project leaders in the second half of 2023. A survey showed in its results that the adoption of Human Resource Management practices is effective in increasing the level of engagement of employees who work in a designed matrix. Thus, 76% of respondents showed vigor, 71% understanding, 42% feel meaning in their work, 44% believe that engagement is impacted by organizational support, 67% believe that engagement is impacted by support from the supervisor and also from all For 19 respondents, engagement from social support was another high rate according to the rules of the scale, which reached 58%.
Downloads
References
AmaraL, S. E. (2004). Virando Gente Grande: como orientar os jovens em início de carreira. Editora Gente, São Paulo, SP, Brasil.
Appelbaum, E., Bailey, T., Berg, P., Kalleberg, A.L. (2000). Manufacturing advantage: Why high-performance work systems pay off. London: ILR Press.
Bailey, R. W. (1993). Performance vs. Preference. Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 37(4), 282-286.
Boxall, P, Purcell, J. (2008). Strategy and Human Resource Management. New York: Palgrave-MacMillan.
Carvalho, M. N. M. D. et al. (2007) A Importância do Capital Intelectual para s Organizações que conquistaram o Prêmio Qualidade RS. In: Encontro de Estudos em Estratégia, 3, São Paulo, Artigo. São Paulo: Anpad, s. d. p. 1-15.
Demerouti, E., Bakker, A. B., Nachreiner, F., Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. Disponível em: https://doi.org/10.1037/0021-9010.86.3.499 (acesso em 28/09/2023).
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organisational support. Journal of pplied Psychology, 71(3), 500–507.
Gerhart, B. (2007). Horizontal and vertical fit in human resource systems. In C. Ostroff e T. A. Judge (Eds.), Perspectives on organizational fit (pp. 317–348). Lawrence Erlbaum Associates Publishers.
Gil, A. C. (1999). Métodos e técnicas de pesquisa social. São Paulo: Atlas.
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: Evaluating social exchange relationships in local government. International Journal of Human Resource Management, 18, 1627–1647.
Heijden, K. V. D. (2009) Planejamento por Cenários: a arte da conversação estratégica. 2ªed., Porto Alegre: Bookman.
Jiang, K., Lepak, D. P., HU, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264–1294.
Katz, H. C., Kochan, T. A., & Weber, M. R. (1985). Assessing the effects of industrial relations systems and efforts to improve the quality of working life on organizational effectiveness. Academy of Management Journal, 28(3), 509–526.
Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A conceptual review of human resource management systems. Strategic human resource management research, 25, 217-271.
MAciel, N. B. (2010). Valores que influenciam a retenção dos profissionais da Geração Y nas organizações. 69 f. Trabalho de Conclusão de Curso (Graduação em Administração) – Universidade Federal do Rio Grande do Sul Escola de Administração, Porto Alegre.
Mayer-Schönberger, V., Cukier, K. (2014). That Will Transform How We Live, Work, and Think. American Journal of Epidemiology. Oxford University.
Mobley, W. H., Horner, S. O., Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63 (4), 408–414.
Oliveira-castro, G. A., Pilati, R., & Borges-Andrade, J. E. (1999). Percepção de suporte organizacional: desenvolvimento e validação de um questionário. Revista de Administração Contemporânea, Curitiba, v. 3, p. 29-51.
Rich, B. L., Lepine, J.A., Crawford, E. R. (2010), Job engagement: Antecedents and effects on job performance. American Psychological Association.
Rodrigues, A. C. A., Bastos, A. V. B. (2010). Problemas conceituais e empíricos na pesquisa sobre comprometimento organizacional: Uma análise crítica do modelo tridimensional de J. Meyer e N. Allen. Revista de Psicologia Organizacional e do Trabalho, 10(2), 129-144.
Salanova et al. (2005) ¿Cómo se relacionan los obstáculos y facilitadores organizacionales con el burnout docente? Un estudio longitudinal, Revista de Psicología del Trabajo y de las Organizaciones.
Schaufeli, W. B. Schaufeli, Bakker, A. B. (2004) Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of organizational Behavior.
Schaufeli, W. B., Martínez, I. M., Pinto, A. M., Salanova, M., Bakker, A. B. (2002). Burnout and Engagement in University Students: A Cross-National Study. Journal of Cross-Cultural Psychology, 33(5), 464–481. Disponível em: https://doi.org/10.1177/0022022102033005003 (acesso em 28/09/2023).
Seidl, E. M. F., & Tróccoli, B. T. (2006). Desenvolvimento de escala para avaliação do suporte social em HIV/AIDS [Development of a scale for the social support evaluation in HIV/AIDS]. Psicologia: Teoria e Pesquisa, 22(3), 317–326. Disponível em: https://doi.org/10.1590/S0102-37722006000300008 (acesso em 28/09/2023).
Shuck, B., Ghosh, R., ZIgarmi, D., & Nimon, K. (2013). The Jingle Jangle of Employee Engagement: Further Exploration of the Emerging Construct and Implications for Workplace Learning and Performance. Human Resource Development Review, 12, 11-35. Disponível em: https://doi.org/10.1177%2F1534484312463921 (acesso em 28/09/2023).
Shuck, B., Twyford, D., Reio, T. G., & Shuck, A. (2014). Human Resource Development Practices and Employee Engagement: Examining the Connection with Employee Turnover Intentions. Human Resource Development Quarterly, 25, 239-270. Disponível em: https://doi.org/10.1002/hrdq.21190 (acesso em 28/09/2023).
Shuck, B.; WOllard, K. (2010) Employee engagement and HRD: A seminal review of the foundations. American Psychological Association.
SIqueira, M. M. M.; Gomide, S. (2008). Suporte no trabalho. In M. M. M. Siqueira (Ed.), Medidas do comportamento organizacional: Ferramentas de diagnóstico e de gestão (pp. 283-294). Porto Alegre, RS: Artmed.
Tapscott, D. (2008) Grown Up Digital: How the Net Generation is Changing Your World. McGraw Hill Professional.
Taylor, S. et al, (1996) Toward an Integrative Model of Strategic Internacional Human Resource Management, The Academy of Management Review.
Triviños, A. N. S. (1987) Introdução à pesquisa em ciências sociais: a pesquisa qualitativa em educação. São Paulo: Atlas.
Tulgan, B. (2009). Not everyone gets a trophy: how to manage generation Y. San Francisco: Jossey-Bass.
Wigglesworth, R. (2018). O Big Data vai revolucionar as estatísticas, Financial Times, Tradução Valor Econômico, edição de 02/02/2018, disponível em: http://www.valor.com.br/internacional/5302259/o-big-data-vai-revolucionar-estatisticas# (acesso em 17/11/2023)
WIlliams, L. J.; Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601–617.
Wolf, M. (2017) Desafios de uma economia intangível, Financial Times, Tradução Valor Econômico, edição de 29/11/2017, disponível em: http://www.valor.com.br/opiniao/5210721/desafios-de-uma-economia-intangivel# (acesso em 28/09/2023).
Wright, P. M., Nishii, L. H. (2007) Strategic HRM and Organizational Behavior: Integrating Multiple Levels of Analysis (CAHRS Working Paper #07-03). Centre for Advanced Human Resource Studies, School of Industrial and Labor Relations, Cornell University, Ithaca.
ZIgarmi, D., Nimon, K., Houson, D., Witt, D., & Diehl, J. (2009). Beyond engagement: Toward a framework and operational definition for employee work passion. Human Resource Development Review, 8, 300–326.
Downloads
Published
Issue
Section
License
This Journal is licensed under a Creative Commons Attribution-Non Commercial-No Derivers 4.0 International license.
1.The author (s) authorize the publication of the article in the journal;
2.The author (s) warrant that the contribution is original and unpublished and is not in the process of being evaluated in other journal (s);
3. The journal is not responsible for the opinions, ideas and concepts emitted in the texts, as they are the sole responsibility of its author (s);
4. The editors are entitled to make textual adjustments and to adapt the articles to the standards of publication.
