期刊名称：Revista Eletrônica de Ciência Administrativa - RECADM
印刷版ISSN：1677-7387
出版年度：2017
卷号：16
期号：1
页码：5-24
DOI：10.21529/RECADM.2017005
出版社：Faculdade Cenecista de Campo Largo - FACECLA
摘要：The purpose of this study is to analyze human resource management in organizations operating in Brazil, in connection to generational issues and commitment. A multi-case study was carried out in two companies: Dow and Promon. Questionnaires were also applied to 331 Dow employees and 298 Promon employees. As for generational management, results demonstrated that such management is not carried out in a formal manner, but rather takes place only informally through other programs that achieve this duty indirectly. At Promon, hierarchical position causes such a variation, whereas in Dow it is due to time at the company. Such differences are explained by the particular characteristics of the organizations. Such management takes place only informally, through other programs that achieve this duty indirectly. From this result, and from the display of the importance of productive coexistence among generations, the need for implementing formal policies that fulfill such a need can be observed. Generally speaking, although there is evidence of age-based generational differences in Brazil, there is evidence that human resource policies and practices, though not geared towards generational management, have the potential to make people commit in a similar manner, irrespective of their age.
其他摘要：The purpose of this study is to analyze human resource management in organizations operating in Brazil, in connection to generational issues and commitment. A multi-case study was carried out in two companies: Dow and Promon. Questionnaires were applied to 331 Dow employees (out of a total population of 2465) and 298 Promon employees (out of a total population of 1800). As for generational management, results demonstrated that such management is not carried out in a formal manner, but rather takes place only informally through other programs that achieve this duty indirectly. At Promon, hierarchical position causes such a variation, whereas in Dow it is due to time at the company. Such differences are explained by the particular characteristics of the organizations. Such management takes place only informally, through other programs that achieve this duty indirectly. From this result, and from the display of the importance of productive coexistence among generations, the need for implementing formal policies that fulfill such a need can be observed. Generally speaking, although there is evidence of age-based generational differences in Brazil, there is evidence that human resource policies and practices, though not geared towards generational management, have the potential to make people commit in a similar manner, irrespective of their age. Keywords Generations; Human resource management; Commitment.
关键词：Gerações; Gestão de recursos humanos; Compromisso
其他关键词：Gerações; Gestão de recursos humanos; Compromisso.
