| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 2.26 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
O nomadismo digital tem aumentado nos últimos anos, no entanto são poucos os
estudos que exploram a perspetiva organizacional sobre o assunto.
O presente estudo tem como principal objetivo definir a estratégia de gestão de
recursos humanos aplicada aos nómadas digitais.
De modo a atingir o objetivo proposto foi utilizada a metodologia de grounded
theory através de três rondas de entrevistas semiestruturadas a gestores de empresas que
integram nómadas digitais, totalizando oito entrevistas. Com a análise dos dados obtidos
nas primeiras três entrevistas identificaram-se muitas dimensões concordantes entre as
empresas, mas também alguma dispersão de dados. Numa segunda ronda, foram
realizadas mais quatro entrevistas e, com base nesses dados, consolidaram-se as três
macro dimensões inicialmente identificadas - gestão organizacional, gestão de pessoas e
gestão de equipas, e foi proposto um modelo de gestão de pessoas. A terceira ronda
validou as macro categorias e as categorias identificadas, assim como o modelo de gestão
de pessoas proposto para os nómadas digitais.
Os resultados revelaram uma elevada semelhança entre a gestão de nómadas
digitais e trabalhadores 100% remotos, tendo-se identificado diferenças nos aspetos legais
de compliance e tipo de projetos atribuídos. A amostra utilizada permite-nos verificar
uma elevada convergência de resultados apesar da diversidade geográfica. O modelo de
gestão proposto permite compreender e orientar os processos de gestão de pessoas de
trabalhadores nómadas digitais. São apresentadas as limitações e sugestões para estudos
futuros, nomeadamente a validação do modelo de forma extensiva.
Digital nomadism has increased in recent years, however there are few studies that explore the organizational perspective on the subject. The main objective of this study is to define the human resources management strategy applied to digital nomads. In order to achieve the proposed objective, grounded theory methodology was used through three rounds of semi-structured interviews with managers of companies that hire digital nomads, totaling eight interviews. The analysis of the data obtained in the first three interviews identified many dimensions in agreement between the companies, but also some dispersion of data. In a second round, four more interviews were conducted and, based on this data, the three macro dimensions initially identified - organizational management, people management and team management - were consolidated and a people management model was proposed. The third round validated the macro categories and the categories identified, as well as the proposed people management model for digital nomads. The results revealed a high degree of similarity between the management of digital nomads and 100% remote workers, with differences identified in the legal aspects of compliance and the type of projects assigned. The sample used allows us to verify a high convergence of results despite the geographical diversity. The proposed management model allows us to understand and guide the people management processes of digital nomads. Limitations and suggestions for future studies are presented, including extensive validation of the model.
Digital nomadism has increased in recent years, however there are few studies that explore the organizational perspective on the subject. The main objective of this study is to define the human resources management strategy applied to digital nomads. In order to achieve the proposed objective, grounded theory methodology was used through three rounds of semi-structured interviews with managers of companies that hire digital nomads, totaling eight interviews. The analysis of the data obtained in the first three interviews identified many dimensions in agreement between the companies, but also some dispersion of data. In a second round, four more interviews were conducted and, based on this data, the three macro dimensions initially identified - organizational management, people management and team management - were consolidated and a people management model was proposed. The third round validated the macro categories and the categories identified, as well as the proposed people management model for digital nomads. The results revealed a high degree of similarity between the management of digital nomads and 100% remote workers, with differences identified in the legal aspects of compliance and the type of projects assigned. The sample used allows us to verify a high convergence of results despite the geographical diversity. The proposed management model allows us to understand and guide the people management processes of digital nomads. Limitations and suggestions for future studies are presented, including extensive validation of the model.
Description
Keywords
Nómadas digitais Recursos humanos Trabalho remoto Estratégia de gestão Digital nomads Management strategy Human resources Remote working