Os impactos da gestão de talentos e do suporte do supervisor na autoeficácia de servidores públicos

• Ano de defesa: 2023
• Autor(a) principal: Schuch, Crislei Daiana Oliveira Siqueira
• Orientador(a): Campos, Simone Alves Pacheco de
• Banca de defesa: Estivalete, Vania de Fátima Barros, Vieira, Kelmara Mendes, Cruz, Daniel Viana Abs da, Fleck, Carolina Freddo
• Tipo de documento: Tese
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Santa Maria; Centro de Ciências Sociais e Humanas
• Programa de Pós-Graduação: Programa de Pós-Graduação em Administração
• Departamento: Administração
• País: Brasil
• Palavras-chave em Português: Gestão de talentos; Percepção de suporte do supervisor; Autoeficácia; Serviço público
• Palavras-chave em Inglês: Talent management; Perceived supervisor support; Self-efficacy; Public service
• Área do conhecimento CNPq: CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: http://repositorio.ufsm.br/handle/1/29231

Talent Management (TM) has been indicated as a strategic issue for universities, since it has the potential to provide the necessary framework for aligning employees and their performance with the organizational strategy, that is, its structure is suitable to be adopted as a complementary practice of People Management. In addition to the support of the 'TM Practices', the 'Supervisor Support (SS)' acts as an important ally in the employees' routine, in view of its ability to influence the 'Self-Efficacy (SE)' of employees. In this way, these three allied constructs can contribute to achieving the objectives of the public service. Therefore, the present study seeks to advance and innovate in this theme from the objective of analyzing the influence of talent management practices and supervisor support on the perception of selfefficacy of Administrative Technical Servants in Education, in the context of Public Universities in the South of the country. A specific instrument was developed to evaluate talent management practices in the public sector and then the adequacy of the integrated model with the TM, SS and SE constructs was verified, as well as the difference in means between them. For this, a survey was carried out with 743 individuals, using exploratory and confirmatory factor analysis and structural equation modeling in order to investigate the proposed hypotheses. The main results showed the lack of agreement, as well as disagreement regarding talent management practices (TMPs). On the other hand, it showed that public servants receive support from their supervisors and that they also have high self-efficacy. In addition, two of the three proposed hypotheses were confirmed, demonstrating that the TMPs positively influence the servers' perception of supervisor support (PSS), just as the PSS positively influences their perception of self-efficacy (PSE), but did not confirm that the TMPs positively influence the PSE. These results contribute to the literature referring to Talent Management, through the verification of its practices, as well as the influence of Supervisor Support and a high perception of Self-efficacy. This study challenges the view of people management in the public service by presenting an unprecedented instrument in the Brazilian context that identifies the TMPs that enable the development of public servants and thus contribute to improving the performance of the public service. In addition, it shows that support from the supervisor is of fundamental importance within this context, as in addition to contributing to the implementation of the TMPs, it can also influence performance. The study also expresses a high perception of SE by the servers, which is crucial to face the daily challenges of the public service.