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Publication
Do I still have time to change? O efeito moderador da geração na relação entre as atitude face ao teletrabalho e o employer branding
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| 1.04 MB | Adobe PDF |
Advisor(s)
Abstract(s)
Grande parte das investigações sobre o teletrabalho incidem
sobre a perspetiva evolutiva e o contexto pré e pós COVID-
19. Os estudos presentes na literatura incidem sobre os
desafios, os riscos e as oportunidades criadas pela crescente
evolução do teletrabalho. Por outro lado, é possível
evidenciar uma elevada preocupação com o bem-estar e a
saúde mental associada à prática do teletrabalho. Do ponto
de vista geracional, são poucos os trabalhos publicados sobre
este tema de uma perspetiva multigeracional, uma vez que,
as investigações presentes na literatura abordam apenas uma
geração em específico, ou comparam apenas duas ou três
gerações.
Neste sentido, e com o crescente interesse nas organizações
em atrair e reter os colaboradores, o presente estudo tem
como principal objetivo investigar/explorar o efeito
moderador da Geração na influência das Atitudes face ao
Teletrabalho sobre o Employer Branding, de forma a tentar
colmatar a lacuna existente na literatura.
Para a realização deste estudo correlacional foi adotada uma
metodologia quantitativa, através da aplicação de um
questionário online. Face à impossibilidade de aceder a uma
listagem da população para proceder a uma amostra
representativa, foi adotado o método de amostragem não
probabilístico por conveniência, aplicado a sujeitos de idade
igual ou superior a 18 anos e que já tenham experienciado
alguma modalidade de teletrabalho. O estudo contou com a
colaboração de 128 participantes, a maioria do Sexo
Feminino (53,1%), da Geração Y (48,4%), com Licenciatura
(43%) e Empregada (80,5%).
Para mensuração das variáveis em estudo foram utlizados
três instrumentos, sendo eles a escala de Atitudes face ao
Teletrabalho (Telecommuting Attitudes) (Clark et al., 2012),
a escala do Employer Attractiveness de Puri (2018) e os
Grupos Geracionais, que foram segmentados em intervalos
de idades de acordo com classificação geracional de Twenge
e colegas (2010).
Assim, os resultados obtidos revelaram que as Gerações mais
velhas têm uma Preferência pelo Trabalho Presencial e que a
mesma tem uma relação significativa com o Valor do Papel
e o Valor Económico.
O teste de hipóteses confirmou que a Geração modera a
relação entre as Atitudes face ao Teletrabalho e o Employer
Branding.
Most of the investigations into teleworking focus on the evolutionary perspective and the pre and post-COVID-19 context. The studies presented in the literature address the challenges, risks and opportunities created by the growing evolution of teleworking. On the other hand, it is possible to highlight a heightened concern for well-being and mental health associated with the practice of teleworking. From a generational point of view, there are few works published on this topic from a multigenerational perspective, since the investigations presented in the literature only address one specific generation, or compare only two or three generations. In this sense, and with the growing interest in organizations in attracting and retaining employees, the main objective of this study is to investigate/explore the moderating effect of Generation on the influence of Attitudes towards Teleworking on Employer Branding, in order to try to overcome the existing gap in the literature. To carry out this correlational study, a quantitative methodology was applied, through the application of an online questionnaire. Given the impossibility of accessing a list of the population to carry out a representative sample, the non-probabilistic convenience sampling method was adopted, applied to subjects aged 18 years or over and who have already experienced some form of teleworking. The study had the collaboration of 128 participants, the majority of whom were female (53.1%), Generation Y (48.4%), with a degree (43%) and employed (80.5%). To measure the variables under study, three instruments were used, namely the Attitudes towards Teleworking scale (Clark et al., 2012), the Employer Attractiveness scale by Puri (2018) and the Generational Groups, which were segmented into age ranges according to the generational classification of Twenge and colleagues (2010). Thus, the results obtained revealed that the older Generations have a preference for Face-to-face Work and that this has a significant relationship with the Value of Paper and Economic Value. The hypothesis test confirmed that Generation moderates the relationship between Attitudes towards Teleworking and Employer Branding.
Most of the investigations into teleworking focus on the evolutionary perspective and the pre and post-COVID-19 context. The studies presented in the literature address the challenges, risks and opportunities created by the growing evolution of teleworking. On the other hand, it is possible to highlight a heightened concern for well-being and mental health associated with the practice of teleworking. From a generational point of view, there are few works published on this topic from a multigenerational perspective, since the investigations presented in the literature only address one specific generation, or compare only two or three generations. In this sense, and with the growing interest in organizations in attracting and retaining employees, the main objective of this study is to investigate/explore the moderating effect of Generation on the influence of Attitudes towards Teleworking on Employer Branding, in order to try to overcome the existing gap in the literature. To carry out this correlational study, a quantitative methodology was applied, through the application of an online questionnaire. Given the impossibility of accessing a list of the population to carry out a representative sample, the non-probabilistic convenience sampling method was adopted, applied to subjects aged 18 years or over and who have already experienced some form of teleworking. The study had the collaboration of 128 participants, the majority of whom were female (53.1%), Generation Y (48.4%), with a degree (43%) and employed (80.5%). To measure the variables under study, three instruments were used, namely the Attitudes towards Teleworking scale (Clark et al., 2012), the Employer Attractiveness scale by Puri (2018) and the Generational Groups, which were segmented into age ranges according to the generational classification of Twenge and colleagues (2010). Thus, the results obtained revealed that the older Generations have a preference for Face-to-face Work and that this has a significant relationship with the Value of Paper and Economic Value. The hypothesis test confirmed that Generation moderates the relationship between Attitudes towards Teleworking and Employer Branding.
Description
Keywords
Employer Branding Employer Attractiveness Atitudes face ao Teletrabalho Gerações