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Advisor(s)
Abstract(s)
Num mundo em constante agitação e em que estar permanentemente conectado é (quase)
tão imperativo como respirar, as fronteiras entre tempos de trabalho e pessoal esbatem se.
Esta questão gera indiscutível preocupação dadas as potenciais consequências que,
indubitavelmente, se manifestarão, quer na saúde física quer mental dos trabalhadores,
quer pelas implicações sociais associadas.
O objeto do estudo centra-se em aferir a perceção, pelos trabalhadores, da aplicação e
efetivação do direito à desconexão, procurando responder à questão: “Quais são as
condicionantes que dificultam a desconexão do trabalho?”
Para tanto, caracterizou-se a figura da desconexão do trabalho, com ênfase no Direito
Europeu, e apresentou-se a solução portuguesa.
Tendo recorrido ao inquérito por questionário, com perguntas abertas e fechadas, dirigido
a trabalhadores empregados por conta de outrem, procedeu-se à análise dos dados
recolhidos e à categorização.
Da análise empírica resulta que grande parte das organizações dotam os trabalhadores de
ferramentas digitais como computador portátil, sendo que entre 38% e 48% dos
respondentes recebe, habitualmente/ frequentemente/ sempre, no seu período de
descanso, contactos telefónicos, por SMS, por correio eletrónico ou por whatsapp. E, não
obstante 38,3%, dos respondentes qualificarem os contactos intrusivos, 41% consideram nos necessários e 80,8% identificam o sentido de responsabilidade como o principal
motivo para responder fora do seu horário de trabalho.
Quanto à capacidade de desconexão do trabalho conforme auto-percecionada, 81,4% dos
respondentes que denotam querer desligar-se, assumem valorizar maior desconexão
psicológica. Já quanto aos sentimentos provocados pela desconexão, as respostas
indicam, maioritariamente, associarem-se sentimentos positivos. Quanto aos impactos da
difícil desconexão salienta-se o cansaço, a ansiedade, a dificuldade de dormir e o stress.
Por fim, apurou-se que as organizações não adotam políticas de promoção da desconexão
e que os respondentes indicam como forma eficaz de efetivar o cumprimento do dever de
abstenção de contacto a sua obstaculização às tentativas de contacto.
In a world in constant turmoil and where being permanently connected is (almost) as imperative as breathing, the boundaries between work and personal time are blurring. This issue is of unquestionable concern given the potential consequences that will undoubtedly manifest themselves in terms of the physical and mental health of workers and the associated social implications. The object of the study focuses on assessing the perception, by workers, of the application and effectiveness of the right to disconnection, seeking to answer the question: "What are the constraints that hinder disconnection from work?" To this end, the figure of disconnection from work was characterized, with emphasis on European Law, and the Portuguese solution was presented. Having used a questionnaire by survey, with open and closed questions, addressed to employees, the data collected was analyzed and categorized. From the empirical analysis, it appears that most organizations provide employees with digital tools such as laptops, and between 38% and 48% of respondents habitually/often/always, in their rest period, receive telephone, SMS, email or whatsapp contacts. And although 38,3% of respondents describe intrusive contacts, 41% consider them necessary and 80,8% identify a sense of responsibility as the main reason for responding outside of their working hours. Regarding the ability to disconnect from work as self-perceived, 81,4% of the respondents who denote wanting to disconnect, assume that they value greater psychological disconnection. As for the feelings caused by the disconnection, the answers indicate, mostly, that positive feelings are associated. As for the impacts of the difficult disconnection, tiredness, anxiety, difficulty sleeping and stress are highlighted. Finally, it was found that the organizations do not adopt policies to promote disconnection and that the respondents indicate as an effective way to enforce the duty to refrain from contact their obstacle to contact attempts.
In a world in constant turmoil and where being permanently connected is (almost) as imperative as breathing, the boundaries between work and personal time are blurring. This issue is of unquestionable concern given the potential consequences that will undoubtedly manifest themselves in terms of the physical and mental health of workers and the associated social implications. The object of the study focuses on assessing the perception, by workers, of the application and effectiveness of the right to disconnection, seeking to answer the question: "What are the constraints that hinder disconnection from work?" To this end, the figure of disconnection from work was characterized, with emphasis on European Law, and the Portuguese solution was presented. Having used a questionnaire by survey, with open and closed questions, addressed to employees, the data collected was analyzed and categorized. From the empirical analysis, it appears that most organizations provide employees with digital tools such as laptops, and between 38% and 48% of respondents habitually/often/always, in their rest period, receive telephone, SMS, email or whatsapp contacts. And although 38,3% of respondents describe intrusive contacts, 41% consider them necessary and 80,8% identify a sense of responsibility as the main reason for responding outside of their working hours. Regarding the ability to disconnect from work as self-perceived, 81,4% of the respondents who denote wanting to disconnect, assume that they value greater psychological disconnection. As for the feelings caused by the disconnection, the answers indicate, mostly, that positive feelings are associated. As for the impacts of the difficult disconnection, tiredness, anxiety, difficulty sleeping and stress are highlighted. Finally, it was found that the organizations do not adopt policies to promote disconnection and that the respondents indicate as an effective way to enforce the duty to refrain from contact their obstacle to contact attempts.
Description
Keywords
Direito a desligar Tempo de descanso Saúde e bem-estar no trabalho Mercado de trabalho digital Right to disconnect Digital job market Rest time Health and well-being at work