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Abstract(s)
O presente estudo tem como principal objetivo compreender que aspetos do Work-life balance são valorizados pela Geração Y, ou seja, indivíduos nascidos entre 1981 e 1996. Pretendeu-se entender qual a relação entre as dimensões vida pessoal/familiar e vida profissional, bem como de que forma se influenciam; analisou-se quais as práticas organizacionais mais relevantes para a Geração Y e examinou-se a experiências da Geração Y relativamente ao home-office.
Para a prossecução destes objetivos, definiu-se uma metodologia eminentemente qualitativa e como técnica principal de recolha de informação: a entrevista. Foram, neste sentido, realizadas 12 entrevistas, de cariz semi estruturado, a um conjunto de indivíduos, que reunissem cumulativamente os seguintes critérios: pertencer à Geração Y, estarem no mercado de trabalho há pelo menos 6 meses e terem estado em home-office pelo menos 3 meses.
Os principais resultados do estudo demonstraram que a Geração Y valoriza fatores que permitam a conciliação entre o trabalho-família e família-trabalho, com foco na flexibilidade, contudo o fator WLB não é o principal motivo pelo qual leva os participantes a mudarem de emprego, mas sim o projeto, a empresa e as condições financeiras. A dificuldade em desligar do trabalho e a gestão de tempo são um entrave no WLB, tendo ficado igualmente evidente que famílias com filhos sintam maior dificuldade em conciliar dimensões do que famílias sem filhos. A GY sente-se satisfeita com as práticas implementadas pelas empresas, principalmente com o suporte das suas chefias. O home-office trouxe impactos negativos e positivos relativamente ao WLB, contudo acredita-se que o balanço final seja positivo por ser uma prática que os participantes desejam que permaneça nas empresas.
The main objective of this study is to realize which aspects of Work-life balance are valued by Generation Y, individuals born between 1981 and 1996. It was intended to understand the relationship between the personal/family life and Work-life dimensions, as well as how they influence each other; it was analyzed which organizational practices are most relevant to Generation Y; as well the experiences of Generation Y regarding the home-office. In order to accomplish these objectives a qualitative methodology was defined and as the main technique for gathering information: the interview. To this end, 12 semi-structured interviews were carried out with a set of individuals who cumulatively met the following criteria: belonging to Generation Y, having worked in the company for at least 6 months and having been at home-office for at least 3 months. The main results of the study showed that Generation Y values factors that allow the conciliation between work-family and family-work, with a focus on flexibility, however the WLB factor is not the main reason why participants change jobs, but the project, the company and the financial conditions. The difficulty in disconnecting from work and time management are an obstacle in the WLB, it is also understood that families with children find it more difficult to reconcile dimensions than families without children. GY feel satisfied with the practices implemented by the companies, especially with the support of their managers. The home-office brought negative and positive impacts in relation to the WLB, however it is believed that the final balance is positive because it is a practice that the participants want to remain in the companies.
The main objective of this study is to realize which aspects of Work-life balance are valued by Generation Y, individuals born between 1981 and 1996. It was intended to understand the relationship between the personal/family life and Work-life dimensions, as well as how they influence each other; it was analyzed which organizational practices are most relevant to Generation Y; as well the experiences of Generation Y regarding the home-office. In order to accomplish these objectives a qualitative methodology was defined and as the main technique for gathering information: the interview. To this end, 12 semi-structured interviews were carried out with a set of individuals who cumulatively met the following criteria: belonging to Generation Y, having worked in the company for at least 6 months and having been at home-office for at least 3 months. The main results of the study showed that Generation Y values factors that allow the conciliation between work-family and family-work, with a focus on flexibility, however the WLB factor is not the main reason why participants change jobs, but the project, the company and the financial conditions. The difficulty in disconnecting from work and time management are an obstacle in the WLB, it is also understood that families with children find it more difficult to reconcile dimensions than families without children. GY feel satisfied with the practices implemented by the companies, especially with the support of their managers. The home-office brought negative and positive impacts in relation to the WLB, however it is believed that the final balance is positive because it is a practice that the participants want to remain in the companies.
Description
Keywords
Work-life balance Geração Y Home-office Equilíbrio família-trabalho Equilíbrio trabalho-família Diferenças geracionais Family-work balance Generational differences Work-family balance