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Gestão de Pessoas · Políticas, Modelos e Práticas de gestão de pessoas

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Título

VALIDITY AND RELIABILITY EVIDENCE OF A SHORT VERSION OF THE PUBLIC HUMAN RESOURCE MANAGEMENT PRACTICES SCALE: A CROSS-COUNTRY COMPARISON

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Palavras-chave

Human resource management practices Public sector measurement scale
Agradecimento: This study was partially funded by the Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - Brasil (CAPES) - Finance Code 001

Autores

  • Júlio César Elpídio de Medeiros
    UNIVERSIDADE DE BRASÍLIA (UNB)
  • Gisela Demo
    UNIVERSIDADE DE BRASÍLIA (UNB)
  • Amalia Raquel Pérez Nebra
    Universidad de Zaragoza

Resumo

Introdução

Human resource management (HRM) practices in the public sector are unique, but there are no operationalized measures specifically designed for them. Boon et al. (2019) reviewed over 500 published articles on HRM scales up to 2017 and found no studies that proposed or adapted an HRM scale created specifically for the public sector. Since public and private organizations face different challenges, such as institutional goals, bureaucracy, and accountability, it is essential to have valid and reliable scales that can accurately measure the specific aspects of HRM practices in the public sector.

Problema de Pesquisa e Objetivo

This study aims to adapt the Public HRM Practices Scale developed by Demo et al. (2024) for the context of public service in Spain, to examine the validity and reliability of the measure, to compare the scale’s structure and metrics across samples from Spain and Brazil, and to propose a shortened version of the instrument.

Fundamentação Teórica

Human resource management practices (HRMP) are managerial decisions that influence labor relations to achieve desired outcomes. The selection of HRM practices should create an integrated system of actions rather than a collection of isolated measures. The Public HRMP scale by Demo et al. (2024) includes practices focused on performance (Training & Development and Competency and Performance Appraisal) and social support (Relationship and Work Conditions), and its adaptation for Spain, as well as a shortened version, requires a process that guarantees both semantic and psychometric equivalence

Metodologia

Two studies were conducted. In Study 1, the Public HRMP Scale was adapted from Portuguese to Spanish using the decentering method. In Study 2, Confirmatory Factor Analysis, Multigroup Analysis, and Correlation Analysis were performed to validate the instrument and propose a reduced version.

Análise dos Resultados

The decentering method used for adapting the Public HRMP Scale resulted in negative Content Validity Ratio (CVR) values for some items, which were only partially supported in the follow-up validation phase. The Confirmatory Factor Analysis (CFA) results showed acceptable fit indices (χ²/DF, CFI, RMSEA, and SRMR), reliability, and average variance extracted, along with very good to excellent factor loadings in both samples (Brazil and Spain), including in the proposed shortened version. Additionally, the scale's configural and metric invariance were confirmed.

Conclusão

The objective of this study was accomplished, as it was possible to adapt, validate, and develop a shortened version of the Public HRMP Scale for use in Spain’s public sector. This was supported by the positive results obtained through the decentering method in Study 1 and the Confirmatory Factor Analysis and Regression Analysis carried out in Study 2.

Contribuição / Impacto

The theoretical contribution of this study lies in advancing the debate on human resource management practices (HRMP) in the public sector, especially through refining tools to measure this construct. From a practical perspective, the study provides a scientifically adapted and validated HRMP scale for the Spanish public context, as well as a shorter version that may improve respondent participation, particularly in longitudinal studies. Therefore, public managers gain a valuable tool for developing strategies to enhance employee performance and well-being, ultimately impacting the quality of

Referências Bibliográficas

Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management, 45(6), 2498–2537. https://doi.org/10.1177/0149206318818718
Demo, G., Costa, A.C.R. and Coura, K.V. (2024), "HRM practices in the public service: a measurement model", RAUSP Management Journal, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/RAUSP-01-2023-0005

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