Loading...
Publication
O Impacto da Progressão de Carreira, Moderado pelas Gerações, na Satisfação e Retenção de Colaboradores
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 665.1 KB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
No atual contexto organizacional, cada vez mais competitivo e dinâmico, a retenção de talento assume um papel estratégico para a sustentabilidade das empresas. A presente dissertação tem como objetivo analisar o impacto da progressão de carreira na retenção dos colaboradores, considerando o papel mediador da satisfação no trabalho e as diferenças geracionais como fator moderador. O estudo foi conduzido a um estudo de caso numa empresa do setor das telecomunicações em Portugal e operacionalizado através de uma metodologia quantitativa e os dados recolhidos através da Escala de Satisfação no Trabalho, da Escala de Intenção de Turnover e Escala de Desenvolvimento de Carreira. Os resultados obtidos demonstram que a progressão de carreira influencia positivamente a retenção dos colaboradores, sendo esta relação significativamente mediada pela satisfação no trabalho. Adicionalmente, verificou-se que as diferenças geracionais moderam esta relação, reforçando a necessidade de políticas de gestão de pessoas segmentadas e adaptadas às diferentes expectativas.
In today’s increasingly competitive and dynamic organizational context, talent retention plays a strategic role in ensuring business sustainability. This dissertation aims to analyze the impact of career progression on employee retention, considering the mediating role of job satisfaction and the moderating effect of generational differences. The study was conducted as a case study within a telecommunications company in Portugal, using a quantitative methodology. Data was collected through the Job Satisfaction Scale, the Turnover Intention Scale, and the Career Development Scale. The results show that career progression positively influences employee retention, with this relationship being significantly mediated by job satisfaction. Additionally, generational differences were found to moderate this relationship, reinforcing the need for segmented and tailored people management policies that align with varying expectations.
In today’s increasingly competitive and dynamic organizational context, talent retention plays a strategic role in ensuring business sustainability. This dissertation aims to analyze the impact of career progression on employee retention, considering the mediating role of job satisfaction and the moderating effect of generational differences. The study was conducted as a case study within a telecommunications company in Portugal, using a quantitative methodology. Data was collected through the Job Satisfaction Scale, the Turnover Intention Scale, and the Career Development Scale. The results show that career progression positively influences employee retention, with this relationship being significantly mediated by job satisfaction. Additionally, generational differences were found to moderate this relationship, reinforcing the need for segmented and tailored people management policies that align with varying expectations.
Description
Keywords
Progressão de carreira Satisfação no trabalho Retenção de colaboradores Diferenças geracionais