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Um olhar sobre o Quiet Quitting: perceção de bem-estar no trabalho e estratégias de afastamento do colaborador
| Name: | Description: | Size: | Format: | |
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| 3.49 MB | Adobe PDF |
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Abstract(s)
As organizações assistem a mudanças frequentes e de uma forma tão rápida, que a pressão económica as obriga a tornarem-se mais flexíveis, adaptáveis e competitivas, de forma a serem capazes de responder a um mercado competitivo e em constante evolução.
Estas mudanças desafiam a força de trabalho da organização, levando os colaboradores a uma intensa pressão para que se tornem mais produtivos, eficientes e dinâmicos, por forma a que consigam acompanhar todas estas alterações.
Estas exigências podem levar os colaboradores a atingir altos níveis de ansiedade, stress e/ou de exaustão, acabando por levá-los a adotar certos tipos de estratégias comportamentais de afastamento da organização, nomeadamente, o presentismo o silêncio, o absentismo e a intenção de saída, procurando identificar potenciais evidências de “quitting” nas organizações.
Desta forma, este estudo olha para a forma como o colaborador perceciona o seu bem-estar no trabalho e, pretende dar enfoque ao modo como o mesmo se comporta, intencionalmente, nas organizações onde colabora e a que tipo de estratégias recorre quando a sua perceção de bem-estar é negativa. Tendo em conta a escassez de estudos acerca desses constructos no terceiro setor em Portugal, sugere-se ainda a introdução do setor como variável moderadora da relação.
The organizations environment assists so frequently and so fast to the changes that economic pressures force them to become more flexible, adaptable and competitive in order to be able to respond to a competitive and in evolution marketplace. These changes challenge the organization's workforce, putting intense pressure on employees to become more productive, efficient and dynamic in order to keep up with all these changes. These demands may lead employees to reach high levels of anxiety, stress and/or exhaustion, eventually leading them to adopt certain types of behavioral strategies to leave the organization, in particular, presentism, silence, absenteeism and intention turnover, seeking to identify potential evidence of quitting in organizations. Thus, this study looks at how employees perceive their well-being at work and intends to focus on how they intentionally behave in the organizations where they work and what type of strategies they adopt when their perception of well-being is negative. Taking into account the lake in the literature on these constructs in the third sector in Portugal, we will also study the sector as a moderating variable of the relationship.
The organizations environment assists so frequently and so fast to the changes that economic pressures force them to become more flexible, adaptable and competitive in order to be able to respond to a competitive and in evolution marketplace. These changes challenge the organization's workforce, putting intense pressure on employees to become more productive, efficient and dynamic in order to keep up with all these changes. These demands may lead employees to reach high levels of anxiety, stress and/or exhaustion, eventually leading them to adopt certain types of behavioral strategies to leave the organization, in particular, presentism, silence, absenteeism and intention turnover, seeking to identify potential evidence of quitting in organizations. Thus, this study looks at how employees perceive their well-being at work and intends to focus on how they intentionally behave in the organizations where they work and what type of strategies they adopt when their perception of well-being is negative. Taking into account the lake in the literature on these constructs in the third sector in Portugal, we will also study the sector as a moderating variable of the relationship.
Description
Keywords
Gestão de Recursos Humanos Estratégias de Afastamento Quiet Quitting Bem-Estar no Trabalho Presentismo Silêncio Absentismo Intenção de Saída