The sociability as a determinant in improving the work environment: An analysis of human resources practices in public institutions in Angola

Abstract

This study investigates the role of sociability as a determining factor in improving the work environment in the Angolan public sector, articulating classic sociological concepts with the post-colonial African organizational reality. Starting from the theoretical perspectives of Simmel and Agulhon and integrating Granovetter's concept of incorporation and the relational philosophy of Ubuntu, the research analyzes how informal interactions between colleagues condition the effectiveness of formal structures, motivation, and well-being at work. Methodologically, a mixed (quantitative and qualitative) and descriptive-exploratory approach was adopted, with the application of a structured questionnaire and open-ended questions to employees of public institutions. The data were analyzed using descriptive statistics and thematic content analysis, triangulated with the theoretical framework. The results reveal a work environment marked by a structural paradox: a robust and highly valued informal sociability coexists with a very negative perception of formal Human Resource Management systems. Peer relationships are the main factor in a good work environment, functioning as a support network and social capital that compensates for institutional deficiencies. However, this sociability presents itself more as an end in itself than as an instrumental means for productivity, confirming the Simmelian view. Thus, sociability is not a simple component to be managed, but the structuring axis of the work environment in the Angolan context, acting simultaneously as a resource, symptom, and adaptive strategy in the face of a formal system perceived as opaque and lacking meritocracy. Improving the environment does not involve replacing relational logic with a purely formal-Weberian model, but rather its selective and intelligent institutionalization. Therefore, a dual agenda is recommended: a credible reform of HR systems to build procedural justice and trust, combined with the creation of formal mechanisms (e.g., dialogue forums, mentoring programs based on oral traditions) that capture and enhance existing relational energy, channeling it towards the ends of public service. The study shows that, in Angola, building a more efficient public administration intrinsically depends on the recognition and strategic valuation of its human and relational dimension.