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- Attraction and Retention Strategies: What Matters to the Millennial?Publication . Martins, Dora; Silva, Susana; Mendes, AureaThe labor market is suffering many changes and transformations putting several challenges to human resources management. One of the biggest challenges is related to the attraction and retention of employees to work in several activity sectors and to retain the talent in the organisations. In particular, hospitality and technology sectors have seen robust growth since the pandemic-induced. This study aims to explore the strategies for attracting and retaining millennials. More specifically, to understand the challenges of multigenerational management, and to understand the strategies used by organisations to meet the needs and interests of the millennial generation. A qualitative exploratory study was conducted using a semi-structured interview with 17 Human resources managers. Data were analysed according to thematic analysis procedures. The results showed that university partnerships are the preferred practice for attracting millennials, work-life balance, benefits, organisational culture, investment in professional development, feedback, and recognition are the main attraction and retention strategies. Participants consider the millennial Generation to be committed, and the biggest challenge in managing generational diversity is linked to the demand and impatience of millennials. In conclusion, human resources managers should consider the generation characteristics to adequate and update their human resources practices.
- The importance of shift work: the hospitality sectorPublication . Martins, Dora; Amaro, Sofia; Silva, SusanaThis study explores the importance of shift work in the organizational context of the hospitality sector. To answer its four research objectives: (1) to identify the degree of satisfaction with the shift work regime; (2) to characterize individual motivations for doing shift work; (3) to understand the impact of shift work on the worker’s physical, mental, social well-being and family environment and (4) to identify the willingness for choosing shift work a survey was developed, published online and it gathered the answers of 153 shift workers in the hospitality sector. The results indicate that the main motivation to work in shifts is related to the requirement of the function itself. The degree of satisfaction of workers doing shift work tends to decrease when they evaluate their satisfaction with the balance between work life and the other dimensions - personal, family, and social life. Most respondents say that if they could choose, they would not work in shifts, considering its negative effects on their physical and mental wellbeing, as well as on their family and social well-being. From the results obtained, we will contribute to the literature on shift work by showing the need for greater organizational support, be it at the level of physical conditions of work or the level of benefits promoting social well-being for this category of workers.
- Paradoxes in tourism and hospitality sectors: From worklife balance to work-life conflict in shift workPublication . Martins, Dora; Silva, SusanaIn the present research, we examine the relationship between shift work and work-to-family balance in the tourism and hospitality sectors. To answer this, the main research objective is to understand the implications of shift work on the work-to-family balance, specifically (1) to explore how the work and family life of shift workers are reconciled between both, (2) to know the shift workers perception about work-to-family balance, and (3) to identify work-to-family balance practices which are promoted by tourism and hospitality organizations. We use a mixed methodology approach through a quantitative approach and a semi-structured interview for the qualitative approach. It applied a questionnaire for 100 human resources professionals from hotels in the north of Portugal and made 20 semi-structured interviews with employees, who are working in tourism and hospitality organizations. The results reveal a certain association between shift work and work-to-family balance, with different results for parents or no parents, as well as results indicate that there is a relative concern of organizations on promoting work-to-family balance practices. From the results obtained, we will contribute to the literature on shift work by showing that conciliation practices help mitigate this work-to-family conflict, especially in the tourism and hospitality sectors.