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Uma Jornada sobre Propósito: as Decisões de Autogestão de Carreira e o Impacto na Intenção de Saída, ao Longo dos Ciclos de Carreira
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| 3.34 MB | Adobe PDF |
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Abstract(s)
O fenómeno identificado como a Grande Demissão iniciou-se nos Estados Unidos e no Japão, tendo rapidamente expandido ao longo do globo, condicionando a saída de profissionais de elevado nível de especialização dos seus empregos, nos mais diversos sectores de atividade, o que representa um grande desafio para as organizações, face à escassez de talento. A busca por sentido de propósito constitui um tema atual e de interesse crescente, pelo que potenciar a investigação científica em torno do mesmo, permitirá conhecer de que forma as organizações podem desenvolver estratégias para potenciar o alinhamento entre propósitos de colaboradores e organizações.
Assim, o objetivo desta investigação é conhecer o impacto do propósito dos profissionais na sua intenção de saída, e perceber se esta relação é mediada pela autogestão de carreira, e moderada pelos ciclos de desenvolvimento de carreira.
A metodologia adotada baseou-se numa abordagem quantitativa, com uma abordagem hipotético-dedutiva e transversal, tendo-se atingido uma amostra de 350 participantes. Os resultados obtidos confirmaram que o propósito e a autogestão de carreira exercem um efeito negativo na intenção de saída. Sugerem ainda, que o propósito exerce um efeito positivo na autogestão de carreira, e que as relações entre propósito e intenção de saída são mediadas pela dimensão proteana autodirigida da autogestão de carreira, e moderadas pela dimensão exploração e estabelecimento dos ciclos de desenvolvimento de carreira.
Identified as the Great Resignation, it began in the United States and Japan, quickly spreading across the globe causing the departure of highly specialized professionals from their jobs in the most diverse sectors of activity. This matter represents a major challenge for organizations, given the talent shortage. The search for a sense of purpose is an issue of growing interest, and boosting scientific research about it will make it possible to find out how organizations can develop strategies to promote alignment between employee’s purposes and organizations. This research aims to investigate the impact of purpose on the intention to leave, and whether this relationship is mediated by career self-management and moderated by career development cycles. The methodology adopted was based on a quantitative approach, with a hypothetical-deductive and cross-sectional approach, reaching a sample of 350 participants. The results obtained confirmed that purpose and career self-management have a negative effect on turnover intention. They also suggest that purpose positively affects career self-management and that the relationships between purpose and intention to leave are mediated by the self-directed protean dimension of career self-management and moderated by the exploration and establishment dimensions of career development cycles.
Identified as the Great Resignation, it began in the United States and Japan, quickly spreading across the globe causing the departure of highly specialized professionals from their jobs in the most diverse sectors of activity. This matter represents a major challenge for organizations, given the talent shortage. The search for a sense of purpose is an issue of growing interest, and boosting scientific research about it will make it possible to find out how organizations can develop strategies to promote alignment between employee’s purposes and organizations. This research aims to investigate the impact of purpose on the intention to leave, and whether this relationship is mediated by career self-management and moderated by career development cycles. The methodology adopted was based on a quantitative approach, with a hypothetical-deductive and cross-sectional approach, reaching a sample of 350 participants. The results obtained confirmed that purpose and career self-management have a negative effect on turnover intention. They also suggest that purpose positively affects career self-management and that the relationships between purpose and intention to leave are mediated by the self-directed protean dimension of career self-management and moderated by the exploration and establishment dimensions of career development cycles.
Description
Keywords
Propósito Intenção de saída Autogestão de carreira Ciclos de Desenvolvimento de Carreira