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Advisor(s)
Abstract(s)
A elevada rotação de colaboradores, nomeadamente no sector da
hotelaria, deverá colocar o turnover e a retenção de colaboradores
como temas prioritários na agenda da gestão global das
organizações como um dos grandes desafíos para as boas práticas
na gestão do Capital Humano.
Apesar dos muitos estudos realizados dedicados ao desenvolvimento
de modelos preditores de turnover voluntário, nesta dissertação,
pretendeu-se estudar, de forma conjunta, potenciais fatores
preditores das intenções de ficar menos estudados, nomeadamente
a satisfação global com a carreira e recompensas, a empregabilidade
percecionada, a sobrequalificação e o equilibrio trabalho-família
assim como, a influência de um clima organizacional inovador na
atividade profissional, e perceber, se em contextos de crise global, os
impactos dos constructos preditores nas intenções de ficar sofrem
alterações e a importância dos fatores internos das organizações na
retenção dos seus colaboradores.
Foram realizados três estudos de natureza quantitativa e relacional
utilizando como instrumento de recolha de dados um inquérito por
questionário dirigido a trabalhadores do sector da hotelaria. O modelo
conceptual, comum aos três estudos, foi testado através de sistema
de equações estruturais, tendo-se no segundo e terceiro estudo
recorrido também a uma metodologia de análise através da
interpretação de tabelas Z-score.
Os resultados finais evidenciaram a importância dos constructos
preditores nas intenções de ficar dos colaboradores na organização
assim como o efeito moderador de um clima organizacional inovador
(estudo 1), os impactos dos efeitos de uma crise externa sobre esses
mesmos constructos (estudo 2) assim como, os impactos dos fatores
internos nas intenções de permanência dos colaboradores nas
organizações (estudo 3). Espera-se que os resultados obtidos nesta
dissertação possam contribuir para melhorar a situação do emprego
no turismo.
In the hospitality sector, the employee turnover and retention should be treated as priority issues on the agenda of the overall management of organizations, since it is a major challenge for good practices in Human Capital management. Despite the many studies devoted to the development of predictive models of voluntary turnover, this dissertation aimed to study, in a joint manner, less studied potential predictors of intentions to stay, namely overall satisfaction with career and rewards, perceived employability, overqualification and work-life balance, as well as the influence of an innovative organisational climate on professional activity and to understand whether, in contexts of global crisis, the impacts of the predictor constructs on the intentions to stay change and the importance of the organisations' internal factors in retaining their employees. Three studies of a quantitative and relational nature were conducted using as instrument of data collection a questionnaire survey addressed to workers in the hospitality sector. The conceptual model, common to the three studies, was tested through a system of structural equations. In the second and third studies, an analysis methodology was also used through the interpretation of Z-score tables. The final results highlighted the importance of the predictor constructs in employees' intentions to stay in the organisation as well as the moderating effect of an innovative organizational climate (study 1), the impacts of the effects of an external crisis on these same constructs (study 2) as well as the impacts of internal factors on employees' intentions to stay in the organisations (study 3). It is expected that the results obtained in this dissertation may contribute to improve the employment situation in tourism.
In the hospitality sector, the employee turnover and retention should be treated as priority issues on the agenda of the overall management of organizations, since it is a major challenge for good practices in Human Capital management. Despite the many studies devoted to the development of predictive models of voluntary turnover, this dissertation aimed to study, in a joint manner, less studied potential predictors of intentions to stay, namely overall satisfaction with career and rewards, perceived employability, overqualification and work-life balance, as well as the influence of an innovative organisational climate on professional activity and to understand whether, in contexts of global crisis, the impacts of the predictor constructs on the intentions to stay change and the importance of the organisations' internal factors in retaining their employees. Three studies of a quantitative and relational nature were conducted using as instrument of data collection a questionnaire survey addressed to workers in the hospitality sector. The conceptual model, common to the three studies, was tested through a system of structural equations. In the second and third studies, an analysis methodology was also used through the interpretation of Z-score tables. The final results highlighted the importance of the predictor constructs in employees' intentions to stay in the organisation as well as the moderating effect of an innovative organizational climate (study 1), the impacts of the effects of an external crisis on these same constructs (study 2) as well as the impacts of internal factors on employees' intentions to stay in the organisations (study 3). It is expected that the results obtained in this dissertation may contribute to improve the employment situation in tourism.
Description
Keywords
Turnover Emprego Empregabilidade Gestão de Recursos Humanos Inovação