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Abstract(s)
O trabalho por turnos tem vindo a crescer ao longo dos séculos, tendo tido um crescimento exponencial após a 2º Guerra Mundial. Este crescimento deve-se, ainda, às mudanças decorrentes do contexto económico, tecnológico e sociocultural nos países industrializados. As mudanças de contexto influenciaram a economia mundial, levando à exigência de disponibilidade de bens e serviços durante 24 horas por dia, sete dias por semana, impulsionando o regime de trabalho por turnos. Determinados setores de atividade, devido à sua natureza técnica e custos elevados de suspensão da produção, têm necessidade de implementar a laboração contínua, atribuindo, desse modo, um papel muito relevante aos trabalhadores em regime de trabalho por turnos para o sucesso e diferenciação das organizações.
Assim, esta dissertação procura explorar como é que as recompensas influenciam a retenção dos colaboradores em regime de trabalho por turnos.
Para além da revisão da literatura realizada, foi adotada a metodologia qualitativa, com recurso à entrevista semiestruturada como técnica de recolha de dados. No total, foram realizadas 12 entrevistas a trabalhadores em regime de trabalho por turnos.
Os resultados sugerem que as recompensas, embora tenham um papel importante, não são o único fator de retenção dos trabalhadores em regime de trabalho por turnos. Outro dos resultados relevantes evidenciam que caso os trabalhadores pudessem receber a mesma recompensa no horário de trabalho tradicional, não mudavam do horário de trabalho por turnos.
No final da dissertação são discutidos os principais resultados obtidos e apresentadas as conclusões do estudo.
Shift work has grown over the centuries, having grown exponentially after the Second World War. This growth is also due to changes resulting from the economic, technological and socio-cultural context in industrialized countries. Changes in context influenced the world economy, leading to the demand for the availability of goods and services 24 hours a day, seven days a week, boosting the shift work regime. Certain sectors of activity, due to their technical nature and high costs of suspending production, need to implement continuous work, thus assigning a very relevant role to workers in shift work for the success and differentiation of organizations. Thus, this dissertation seeks to explore how the rewards influence the retention of employees in shift work. In addition to the literature review carried out initially, the qualitative methodology was adopted, using semi-structured interviews as a data collection technique. In total, 12 interviews were conducted with shiftworkers. The results suggest that rewards, while playing an important role, are not the only factor for retaining shift workers. Another of the relevant results shows that if workers could receive the same reward during traditional working hours, they did not change their working hours in shifts. At the end of the dissertation, the main results obtained are discussed and the study conclusions are presented.
Shift work has grown over the centuries, having grown exponentially after the Second World War. This growth is also due to changes resulting from the economic, technological and socio-cultural context in industrialized countries. Changes in context influenced the world economy, leading to the demand for the availability of goods and services 24 hours a day, seven days a week, boosting the shift work regime. Certain sectors of activity, due to their technical nature and high costs of suspending production, need to implement continuous work, thus assigning a very relevant role to workers in shift work for the success and differentiation of organizations. Thus, this dissertation seeks to explore how the rewards influence the retention of employees in shift work. In addition to the literature review carried out initially, the qualitative methodology was adopted, using semi-structured interviews as a data collection technique. In total, 12 interviews were conducted with shiftworkers. The results suggest that rewards, while playing an important role, are not the only factor for retaining shift workers. Another of the relevant results shows that if workers could receive the same reward during traditional working hours, they did not change their working hours in shifts. At the end of the dissertation, the main results obtained are discussed and the study conclusions are presented.
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Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Trabalho por turnos Recompensas Turnover Retenção de trabalhadores Shift work Employee retention Rewards