PT
Tendo em conta as rápidas e multifacetadas mudanças no mercado e no ambiente de trabalho
competitivo desde o início do século XXI, as empresas têm enfrentado grandes dificuldades
para atrair, reter e desenvolver o seu capital humano. Assim, tornou-se cada vez mais
importante para as organizações focarem-se em práticas eficazes de contratação e gestão de
pessoas. Os académicos salientam a importância da autonomia no trabalho e como esta
contribui para o compromisso, motivação, envolvimento e estabelecimento de confiança.
Defende-se também que a autonomia melhora o desempenho no trabalho e, consequentemente,
o desempenho da empresa. A autoeficácia é geralmente considerada uma variável que afeta
positivamente o desempenho no trabalho. Neste estudo, explorámos as três dimensões da
autonomia: planeamento, métodos e decisão; duas facetas do desempenho no trabalho:
proficmais elevados de autoeficácia (em comparação com níveis mais baixos).
EN
Considering the rapid and multifaceted shifts within the market and competitive work
environment since the beginning of the 21st century, companies have found it incredibly
difficult to attract, retain and nurture its human capital, therefore it has become increasingly
important for organizations to focus on effective human hiring and management. Academics
accentuate the importance of job autonomy and how it contributes to commitment, motivation,
engagement and establishment of trust. It’s also defended that enhances job performance and
consequently, the company’s performance. Self-efficacy has generally been considered a
variable that positively affects job performance. In this study, we have delved into the three
dimensions of autonomy: planning, methods and decision; two aspects of job performance:
proficiency and proficiency (delving substantially more on the latter); self-efficacy and the
meaning of work. The current research aims to examine the moderating role that self-efficacy
has on the relationship between job autonomy and individual performance. To test the model,
we obtained 262 answers from working individuals about their work, role, current contractual
situation, autonomy at work, well-being, satisfaction, performance and self-efficacy. The
results were supported and showed that there is a positive relationship between autonomy and
proficiency, and that self-efficacy moderates the indirect relationship between autonomy and
proficiency, through the meaning of work and that therefore, this relationship becomes stronger
when the worker has higher levels of self-efficacy (versus lower levels).
