Loading...
Publication
O compromisso organizacional e o equilíbrio trabalho-família através do teletrabalho: um estudo sobre o stress parental
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.68 MB | Adobe PDF |
Advisor(s)
Abstract(s)
Numa sociedade onde a flexibilidade e o equilíbrio trabalho-família são tópicos crescentes tanto do lado dos trabalhadores, como do lado das entidades empregadoras, o teletrabalho como nova forma de organizar a vida profissional e familiar encontrou o seu lugar. Tal situação tornou-se ainda mais premente como consequência do teletrabalho imposto pelo Governo aquando da pandemia COVID-19 e abriu novas perspetivas para os trabalhadores alcançarem um melhor equilíbrio entre a vida profissional e familiar. À medida que as organizações se adaptam a esta nova dinâmica, torna-se fundamental compreender a complexa interação entre o teletrabalho, o stress parental, o equilíbrio trabalho-família-trabalho (ou ausência deste) e o compromisso organizacional.
O objetivo central deste estudo consiste em investigar recomendações práticas para as organizações que procuram aproveitar os benefícios do teletrabalho ao indicar os caminhos através dos quais este regime de trabalho pode aumentar o compromisso organizacional, o equilíbrio trabalho-família e aliviar o stress parental gerado pelos desafios únicos enfrentados pelos profissionais com filhos. Assim, esta investigação contribui para o discurso atual sobre a otimização dos ambientes de trabalho numa era de trabalho remoto.
Para o efeito, uma revisão da literatura permitiu definir o stress parental e o compromisso organizacional (sob forma de modelo conceptual) assim como, apresentar o equilíbrio trabalho-família como mediadora, influenciada pelo fator teletrabalho. Este estudo empírico foi efetuado através de um questionário quantitativo junto da população ativa que exerce a sua atividade profissional no setor terciário em empresas privadas e públicas com o objetivo de se constatar (i) que o stress parental impacta o compromisso organizacional; (ii) a relação entre o stress parental e o conflito trabalho-família; (iii) que o conflito trabalho-família medeia a relação entre as duas variáveis; (iv) o efeito moderador da teletrabalho; (v) e, a validade do modelo conceptual.
Os resultados obtidos revelam a existência de uma mediação perfeita pelo Conflito Trabalho-Família entre Stress Parental, Compromisso Organizacional em todas as suas dimensões e Regime de Trabalho, havendo uma relação apenas na presença da variável mediadora Conflito Trabalho-Família.
Os resultados deste estudo têm o potencial de informar estratégias que capacitam tanto os trabalhadores como as organizações na procura de um acordo de trabalho mutuamente benéfico. Adicionalmente, o papel do equilíbrio trabalho-família e do bem estar é fundamental numa altura de crise de compromisso. Perante tal cenário, a resolução exige, por parte das empresas, uma abordagem holística que combine soluções para criar uma força de trabalho mais comprometida, satisfeita e motivada. É essencial que as organizações identifiquem e abordem proativamente as causas profundas destas crises, a fim de manter um ambiente de trabalho saudável e produtivo, através da implementação de políticas de flexibilidade, da promoção de uma cultura de apoio através de uma liderança mais empática e da criação de um ambiente de trabalho positivo.
In a society where flexibility and work-life balance are increasingly important issues for workers and employers alike, telecommuting has found its place as a new way of organizing work and family life. This became even more pressing in the wake of government-imposed teleworking during the COVID-19 pandemic, and opened up new prospects for workers to achieve a better work-life balance. As organizations adapt to this new dynamic, it is essential to understand the complex interplay between telecommuting, parental stress, work-family balance (or lack thereof) and organizational commitment. The primary objective of this study is to seek practical recommendations for organizations seeking to leverage the benefits of telecommuting by indicating how this work arrangement can increase organizational commitment, work-family balance and mitigate parental stress generated by the unique challenges faced by professionals with children. As such, this research contributes to the current discourse on optimizing work environments in the age of remote working. To this end, a literature review defined parental stress and organizational commitment (in the form of a conceptual model), as well as presenting work-family balance as a mediator, influenced by the telecommuting factor. This empirical study was carried out using a quantitative questionnaire among the active population working in the tertiary sector in private and public companies, with the aim of verifying (i) that parental stress has an impact on organizational commitment; (ii) the relationship between parental stress and work-family conflict; (iii) that work-family conflict mediates the relationship between the two variables; (iv) the moderating effect of teleworking; (v) and the validity of the conceptual model. The results show that there is perfect mediation by work-family conflict between parental stress, organizational commitment in all its dimensions and work arrangement, with a relationship only in the presence of the mediating variable work-family conflict. The results of this study are likely to shed light on strategies that empower workers and organizations to seek mutually beneficial work arrangements. Moreover, the role of work-family balance and well-being is fundamental in this period of commitment crisis. Faced with such a scenario, the resolution calls on companies to adopt a holistic approach that combines solutions to create a more engaged, satisfied and motivated workforce. It is essential that organizations proactively identify and address the root causes of these crises in order to maintain a healthy and productive working environment by implementing flexibility policies, promoting a supportive culture through more empathetic leadership and creating a positive work environment.
In a society where flexibility and work-life balance are increasingly important issues for workers and employers alike, telecommuting has found its place as a new way of organizing work and family life. This became even more pressing in the wake of government-imposed teleworking during the COVID-19 pandemic, and opened up new prospects for workers to achieve a better work-life balance. As organizations adapt to this new dynamic, it is essential to understand the complex interplay between telecommuting, parental stress, work-family balance (or lack thereof) and organizational commitment. The primary objective of this study is to seek practical recommendations for organizations seeking to leverage the benefits of telecommuting by indicating how this work arrangement can increase organizational commitment, work-family balance and mitigate parental stress generated by the unique challenges faced by professionals with children. As such, this research contributes to the current discourse on optimizing work environments in the age of remote working. To this end, a literature review defined parental stress and organizational commitment (in the form of a conceptual model), as well as presenting work-family balance as a mediator, influenced by the telecommuting factor. This empirical study was carried out using a quantitative questionnaire among the active population working in the tertiary sector in private and public companies, with the aim of verifying (i) that parental stress has an impact on organizational commitment; (ii) the relationship between parental stress and work-family conflict; (iii) that work-family conflict mediates the relationship between the two variables; (iv) the moderating effect of teleworking; (v) and the validity of the conceptual model. The results show that there is perfect mediation by work-family conflict between parental stress, organizational commitment in all its dimensions and work arrangement, with a relationship only in the presence of the mediating variable work-family conflict. The results of this study are likely to shed light on strategies that empower workers and organizations to seek mutually beneficial work arrangements. Moreover, the role of work-family balance and well-being is fundamental in this period of commitment crisis. Faced with such a scenario, the resolution calls on companies to adopt a holistic approach that combines solutions to create a more engaged, satisfied and motivated workforce. It is essential that organizations proactively identify and address the root causes of these crises in order to maintain a healthy and productive working environment by implementing flexibility policies, promoting a supportive culture through more empathetic leadership and creating a positive work environment.
Description
Keywords
Teletrabalho Compromisso organizacional Work-life balance Stress parental