A carregar...
Publicação
O impacto do Work Life Balance na intenção de Turnover em diferentes gerações
| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 1.34 MB | Adobe PDF |
Orientador(es)
Resumo(s)
As transformações sociais e organizacionais das últimas décadas têm vindo a alterar a forma como o trabalho se articula com as restantes dimensões da vida, tornando o equilíbrio entre a vida profissional e pessoal (Work Life Balance) um desafio crescente para indivíduos e organizações. A pressão para conciliar diferentes papéis e a coexistência de múltiplas gerações no mercado de trabalho têm suscitado novas reflexões sobre o Work Life Balance (WLB) e sobre a forma como este se relaciona com a Intenção de Turnover (IT). O presente estudo procurou compreender de que modo o WLB influencia a IT, analisando ainda as diferenças geracionais e o impacto de variáveis sociodemográficas e contextuais. Para o efeito, foi desenvolvido um estudo quantitativo, envolvendo 205 participantes pertencentes às gerações X, Y e Z. Os instrumentos de recolha de dados basearam-se em escalas validadas na literatura, devidamente adaptadas ao contexto português. Os resultados demonstraram uma relação negativa e estatisticamente significativa entre o WLB e a IT, sugerindo que níveis mais elevados de equilíbrio se associam a uma menor IT. Verificou-se ainda que o WLB exerce um impacto preditor na IT, confirmando a sua relevância na compreensão dos comportamentos de permanência nas organizações. Foram igualmente observadas diferenças significativas nas perceções de WLB e IT em função do género, das habilitações literárias e do regime de trabalho, bem como diferenças relevantes entre gerações, com a Geração Z a evidenciar níveis mais elevados de intenção de turnover em comparação com as gerações X e Y. Para além do contributo teórico, que passa pelo aprofundamento do conhecimento sobre a relação entre WLB e a IT num enquadramento geracional, tema ainda pouco explorado no contexto português, estudo apresenta implicações práticas para a gestão de recursos humanos, reforçando a importância de políticas organizacionais que promovam o WLB e que respondam às especificidades e expectativas de cada geração. São ainda sugeridas futuras linhas de investigação que permitam alargar o estudo a diferentes contextos organizacionais e aprofundem estas relações em diferentes contextos organizacionais e em Portugal.
The social and organizational transformations of recent decades have changed the way work integrates with other dimensions of life, making the balance between professional and personal spheres (Work-Life Balance – WLB) an increasing challenge for both individuals and organizations. The pressure to reconcile multiple roles and the coexistence of different generations in the labour market have prompted renewed reflections on WLB and its relationship with Turnover Intention (TI).This study aimed to understand how WLB influences TI, while also examining generational differences and the impact of sociodemographic and contextual variables. To this end, a quantitative study was conducted with 205 participants belonging to Generations X, Y, and Z. The data collection instruments were based on validated scales from the literature, duly adapted to the Portuguese context. The results revealed a negative and statistically significant relationship between WLB and TI, suggesting that higher levels of balance are associated with lower turnover intention. WLB was also found to have a predictive effect on TI, confirming its relevance in understanding employees’ retention behaviour. Significant differences were observed in the perceptions of WLB and TI according to gender, educational level, and work regime, as well as between generations, with Generation Z showing higher levels of turnover intention compared to Generations X and Y.Beyond its theoretical contribution—deepening the understanding of the relationship between WLB and TI within a generational framework, a topic still scarcely explored in the Portuguese context—this study presents practical implications for human resource management, reinforcing the importance of organizational policies that promote WLB and address the specificities and expectations of each generation. Future research is suggested to extend this analysis to different organizational contexts and to further explore these relationships within the Portuguese labour landscape.
The social and organizational transformations of recent decades have changed the way work integrates with other dimensions of life, making the balance between professional and personal spheres (Work-Life Balance – WLB) an increasing challenge for both individuals and organizations. The pressure to reconcile multiple roles and the coexistence of different generations in the labour market have prompted renewed reflections on WLB and its relationship with Turnover Intention (TI).This study aimed to understand how WLB influences TI, while also examining generational differences and the impact of sociodemographic and contextual variables. To this end, a quantitative study was conducted with 205 participants belonging to Generations X, Y, and Z. The data collection instruments were based on validated scales from the literature, duly adapted to the Portuguese context. The results revealed a negative and statistically significant relationship between WLB and TI, suggesting that higher levels of balance are associated with lower turnover intention. WLB was also found to have a predictive effect on TI, confirming its relevance in understanding employees’ retention behaviour. Significant differences were observed in the perceptions of WLB and TI according to gender, educational level, and work regime, as well as between generations, with Generation Z showing higher levels of turnover intention compared to Generations X and Y.Beyond its theoretical contribution—deepening the understanding of the relationship between WLB and TI within a generational framework, a topic still scarcely explored in the Portuguese context—this study presents practical implications for human resource management, reinforcing the importance of organizational policies that promote WLB and address the specificities and expectations of each generation. Future research is suggested to extend this analysis to different organizational contexts and to further explore these relationships within the Portuguese labour landscape.
Descrição
Palavras-chave
Work Life Balance Intenção de Turnover Gerações Gestão de recursos humanos Turnover intention Generation Human resources management