Loading...
Publication
As características da função que influenciam a Satisfação Laboral e a Intenção de Turnover
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.74 MB | Adobe PDF |
Advisor(s)
Abstract(s)
O objetivo da presente dissertação consiste em analisar as características da função que influenciam a satisfação laboral e a intenção de turnover nas organizações. A metodologia adotada foi a quantitativa, inquérito por questionário onde foram abordados aspetos sobre o trabalho e o modo como os colaboradores se sentem no dia-a-dia. Para os devidos efeitos, este estudo contou com a participação de 228 empregados ativos em território nacional. Os resultados mostraram que os participantes consideram que o seu trabalho se caracteriza sobretudo pelo significado, variedade e identidade do que pela autonomia e feedback da tarefa. Os participantes reportam também elevada satisfação laboral e baixa intenção de saída. No que diz respeito às variáveis de caracterização demográfica e do trabalho, quanto mais elevadas são as habilitações literárias e mais elevada a função maior é a percepção de autonomia e da variedade da tarefa. Por sua vez, a progressão na carreira afecta tanto a percepção das características do trabalho, como a satisfação laboral e a intenção de saída. Há significativamente maior percepção de identidade da tarefa e feedback no grupo de colaboradores com progressão na carreira comparativamente àqueles sem progressão na carreira até ao momento. Por outro lado, os colaboradores que têm progressão na carreira estão significativamente mais satisfeitos e têm menor intenção de saída do que os que não têm. Apenas a autonomia e o feedback da tarefa, por um lado, afectam positivamente a satisfação laboral e, por outro, afectam negativamente a intenção de turnover. A satisfação laboral, por sua vez, também afecta negativamente a intenção d turnover. Verificou-se que a satisfação laboral medeia significativamente a relação entre as características do trabalho e a intenção de turnover, mas tal ocorre apenas para a variedade de competências, autonomia e o feedback. Como tal, a variedade, autonomia e feedback percebidos na tarefa levam a maior satisfação no trabalho que, por sua vez, reduz a intenção de turnover. Salienta-se a importância acrescida destas características comparativamente às restantes no aumento da satisfação e motivação interna dos colaboradores e, por sua vez, na redução da intenção de turnover.
The goal of of this dissertation is to analyze the job characteristics that influence job satisfaction and turnover intention in organizations. The adopted methodology was quantitative, namely a questionnaire survey in which aspects about work and the way employees feel in their daily lives were addressed. Hence, this study involved 228 active employees in the national territory. The results showed that the participants considered that their work is characterized mainly by the variety of competencies, meaning and identity of the task rather than by its autonomy and feedback. Participants also reported a high level of job satisfaction and low turover intention. With regard to the demographic and job characterization variables, the higher the level of education and the more qualified one’s job is, the greater the perception of autonomy and variety of competencies in the task. In turn, career progression affects both the perception of job characteristics, job satisfaction and turnover intention. There is a significantly greater perception of the task's identity and feedback in the group of employees with career progression compared to those without career progression. In addition, employees who have career progression are significantly more satisfied and have less turnover intention than those who do not. Only task autonomy and feedback, on the one hand, positively affected job satisfaction and, on the other hand, negatively affected turnover intention. Job satisfaction, in turn, also negatively affected turnover intention. Job satisfaction significantly mediated the relationship between job characteristics and turnover intention, but this occured only for variety of competencies, autonomy and feedback. Therefore, the perceived variety of competencies, autonomy and feedback involved in the task lead to greater job satisfaction, which in turn reduced the intention to leave. We highlight the increased importance of these characteristics compared to the others in increasing employee satisfaction and internal motivation and, in turn, in reducing the intention to turnover.
The goal of of this dissertation is to analyze the job characteristics that influence job satisfaction and turnover intention in organizations. The adopted methodology was quantitative, namely a questionnaire survey in which aspects about work and the way employees feel in their daily lives were addressed. Hence, this study involved 228 active employees in the national territory. The results showed that the participants considered that their work is characterized mainly by the variety of competencies, meaning and identity of the task rather than by its autonomy and feedback. Participants also reported a high level of job satisfaction and low turover intention. With regard to the demographic and job characterization variables, the higher the level of education and the more qualified one’s job is, the greater the perception of autonomy and variety of competencies in the task. In turn, career progression affects both the perception of job characteristics, job satisfaction and turnover intention. There is a significantly greater perception of the task's identity and feedback in the group of employees with career progression compared to those without career progression. In addition, employees who have career progression are significantly more satisfied and have less turnover intention than those who do not. Only task autonomy and feedback, on the one hand, positively affected job satisfaction and, on the other hand, negatively affected turnover intention. Job satisfaction, in turn, also negatively affected turnover intention. Job satisfaction significantly mediated the relationship between job characteristics and turnover intention, but this occured only for variety of competencies, autonomy and feedback. Therefore, the perceived variety of competencies, autonomy and feedback involved in the task lead to greater job satisfaction, which in turn reduced the intention to leave. We highlight the increased importance of these characteristics compared to the others in increasing employee satisfaction and internal motivation and, in turn, in reducing the intention to turnover.
Description
Keywords
Características da função Satisfação Laboral Intenção de Turnover Motivação