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Authors
Advisor(s)
Abstract(s)
Existem poucos estudos científicos sobre as transições geracionais e que façam
referência aos cuspers. Estes estudos podem ser a chave para que muitas empresas
consigam lidar com colaboradores de diferentes gerações e conheçam as capacidades e
expectativas de cada grupo geracional.
Tal como os membros das gerações mais recentes possuem capacidades
inovadoras, os cuspers são elementos diferenciadores nas empresas, capazes de fazer a
ligação entre duas gerações. Se as empresas tiverem em conta as diferenças geracionais,
estarão aptas para gerir um local de trabalho multigeracional e poderão beneficiar de
oportunidades únicas para se destacarem de tantas outras.
O objetivo geral do presente estudo consiste em compreender as expectativas dos
indivíduos da Zona de Transição Geracional relativamente ao mercado de trabalho. Desta
forma, pretende-se: identificar as características do trabalho mais valorizadas pelos
indivíduos da Zona de Transição Geracional; compreender até que ponto os indivíduos
da Zona de Transição Geracional apresentam características distintas da Geração Y;
aferir até que ponto a experiência de trabalho contribui para mudar as expectativas e as
características de trabalho mais valorizadas pelos indivíduos da Zona de Transição
Geracional.
Utilizou-se uma metodologia de investigação quantitativa e recolheram-se os
dados através de um questionário feito aos alunos do Instituto Superior de Contabilidade
e Administração do Porto. Estes foram tratados, posteriormente, no Statistical Package
for the Social Sciences.
Os resultados deste estudo sugerem que os cuspers estudados possuem
expectativas face ao trabalho, como: o equilíbrio entre a vida profissional e a vida
pessoal; encontrar um trabalho pelo qual se sintam apaixonados; ter acesso a programas
de desenvolvimento e formação; encontrar um trabalho flexível, onde haja possibilidade
de flexibilidade de horários.
Conclui-se que os cuspers pertencentes à zona de transição da Geração Y para a
Geração Z valorizam características do trabalho semelhantes às dos Millennials.
There are few scientific studies on generational transitions that make reference to cuspers. These studies may be the key for many companies to be able to deal with employees of different generations and to know the capabilities and expectations of each generational group. Just as members of newer generations have innovative capabilities, cuspers are differentiating elements in companies that can bridge the gap between two generations. If companies take generational differences into account, they will be able to manage a multigenerational workplace and can benefit from unique opportunities to stand out from many others. The general objective of this study is to understand the expectations of individuals in the Generational Transition Zone regarding the labor market. Thus, we intend to: identify the characteristics of work most valued by individuals in the Generational Transition Zone; understand to what extent individuals in the Generational Transition Zone have distinct characteristics of Generation Y; assess the extent to which work experience contributes to changing the expectations and work characteristics most valued by individuals in the Generational Transition Zone. A quantitative research methodology was used and data were collected through a survey made to students of the Instituto Superior de Contabilidade e Administração do Porto. These were later dealt with in the Statistical Package for the Social Sciences. The results of this study suggest that cuspers have expectations regarding work, such as: work-life balance; find a job that they fall in love with; have access to development and training programs; find a flexible job where there is a possibility of flexible hours. It is concluded that cuspers belonging to the transition zone from Generation Y to Generation Z value similar work characteristics to Millennials.
There are few scientific studies on generational transitions that make reference to cuspers. These studies may be the key for many companies to be able to deal with employees of different generations and to know the capabilities and expectations of each generational group. Just as members of newer generations have innovative capabilities, cuspers are differentiating elements in companies that can bridge the gap between two generations. If companies take generational differences into account, they will be able to manage a multigenerational workplace and can benefit from unique opportunities to stand out from many others. The general objective of this study is to understand the expectations of individuals in the Generational Transition Zone regarding the labor market. Thus, we intend to: identify the characteristics of work most valued by individuals in the Generational Transition Zone; understand to what extent individuals in the Generational Transition Zone have distinct characteristics of Generation Y; assess the extent to which work experience contributes to changing the expectations and work characteristics most valued by individuals in the Generational Transition Zone. A quantitative research methodology was used and data were collected through a survey made to students of the Instituto Superior de Contabilidade e Administração do Porto. These were later dealt with in the Statistical Package for the Social Sciences. The results of this study suggest that cuspers have expectations regarding work, such as: work-life balance; find a job that they fall in love with; have access to development and training programs; find a flexible job where there is a possibility of flexible hours. It is concluded that cuspers belonging to the transition zone from Generation Y to Generation Z value similar work characteristics to Millennials.
Description
Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Cuspers Millennials Zona de transição geracional Atratividade organizacional Cuspers Organizational attractiveness Generational transition zone