A carregar...
| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 3.4 MB | Adobe PDF |
Orientador(es)
Resumo(s)
A dificuldade de retenção nas Forças Armadas (FFAA), especialmente, de militares altamente treinados e especializados, entre os quais, médicos militares, provoca elevado turnover e promove a crescente falta destes efetivos, que é preocupante em Portugal.
Esta investigação, ancorada num raciocínio indutivo, associado a uma estratégia de investigação mista, pretendeu aprofundar o conhecimento da perceção que os médicos militares portugueses têm sobre a atratividade e o apoio das FFAA, a sua intenção de turnover (IT), e as práticas de gestão de pessoas 4.0 (PGP4.0) por eles mais valorizadas, com intuito de identificar linhas de orientação estratégica (LOE), visando a mitigação do problema da retenção destes high value assets.
Numa amostra de 60% do universo dos médicos militares, observou-se que as FFAA são marginalmente atrativas, revelando-se mesmo, pouco atrativas, na dimensão dos benefícios e recompensas. A perceção de apoio que estes oficiais têm da organização é baixa, sendo a IT, para alguns, preocupantemente moderada. As PGP4.0 mais valorizadas estão generalizadamente e inversamente alinhadas com as áreas que estes oficiais consideram mais deficitárias da atratividade e do apoio organizacional. Foram propostas LOE, que após validação e análise, permitiram identificar contributos de employer branding interno para melhoria da retenção dos médicos militares.
Armed Forces (AAFF) have been experiencing difficulties in retaining, especially highly trained and specialized military personnel, among which are military doctors, resulting in growing shortage of these staffs, due to high turnover rate, which is worrying in Portugal. This research, anchored in inductive reasoning associated with a mixed research strategy, aimed to deepen the knowledge of the Portuguese military doctors perception of the attractiveness and the support of the AAFF, their turnover intention (TI), and the 4.0 people management practices (4.0PMP) most valued by them, in order to identify strategic guidelines aimed at mitigating the problem of retention of these high value assets. In a sample of 60% of the universe of military doctors, it was observed that the AAFF are marginally attractive, even, not attractive, in the dimension of benefits and rewards. The perception of organizational support that these officers have is low and same have a worryingly moderate TI. The most valued 4.0PMP are generally and inversely aligned with the areas that these officers consider to be most lacking in attractiveness and organizational support. Strategic guidelines were proposed, which, after validation and analysis, allowed the identification of internal employer branding contributions to improve the retention of military doctors.
Armed Forces (AAFF) have been experiencing difficulties in retaining, especially highly trained and specialized military personnel, among which are military doctors, resulting in growing shortage of these staffs, due to high turnover rate, which is worrying in Portugal. This research, anchored in inductive reasoning associated with a mixed research strategy, aimed to deepen the knowledge of the Portuguese military doctors perception of the attractiveness and the support of the AAFF, their turnover intention (TI), and the 4.0 people management practices (4.0PMP) most valued by them, in order to identify strategic guidelines aimed at mitigating the problem of retention of these high value assets. In a sample of 60% of the universe of military doctors, it was observed that the AAFF are marginally attractive, even, not attractive, in the dimension of benefits and rewards. The perception of organizational support that these officers have is low and same have a worryingly moderate TI. The most valued 4.0PMP are generally and inversely aligned with the areas that these officers consider to be most lacking in attractiveness and organizational support. Strategic guidelines were proposed, which, after validation and analysis, allowed the identification of internal employer branding contributions to improve the retention of military doctors.
Descrição
Palavras-chave
Atratividade organizacional Employer branding Intenção de turnover Médicos militares Perceção de apoio organizacional Práticas de gestão de pessoas Military medical doctors Organizational attractiveness Perceived organizational support People management practices Turnover intention