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Desenvolver para Melhor Reter? O Impacto da Satisfação Laboral e das Modalidades de Trabalho
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O dinamismo a que Portugal tem assistido ao longo das últimas décadas, em contexto organizacional, torna a gestão de talentos uma área relevante para ser analisada. As práticas organizacionais de desenvolvimento de competências têm sido amplamente abordadas, quer por tendências como o upskilling e o reskilling, quer por organismos internacionais e até legislativos. Em complemento, os modelos de trabalho têm-se vindo a diversificar. Recentemente, houve estudos acerca do seu impacto em diversas áreas da gestão de recursos humanos. Neste sentido, investigou-se a forma como o desenvolvimento de competências impacta a intenção de saída dos colaboradores, tendo em conta a mediação da satisfação laboral e a moderação das modalidades de trabalho. Trata-se de um estudo quantitativo, transversal e correlacional. A amostra é composta por 833 ativos no mercado de trabalho português e com pelo menos 18 anos, sendo não probabilística e de propagação geométrica. Os resultados demonstraram que quando o investimento em práticas organizacionais de desenvolvimento de competências aumenta, a intenção de saída dos colaboradores diminui significativamente. A satisfação laboral revelou ser o mecanismo explicativo desse fenómeno, mas não se verificou o efeito moderador das modalidades de trabalho nas relações descritas. A intenção de permanecer na organização é mais realçada por indivíduos com mais de 20 anos de experiência profissional ou que desenvolvem funções em grandes empresas. Verificou-se que colaboradores em modelos híbridos são mais satisfeitos. Por fim, a possibilidade de escolher os dias para trabalhar a partir de casa impacta todas as variáveis em estudo. Assim, estes participantes são mais satisfeitos, frequentam formações, apresentam maior suporte individualizado e rotação funcional, ao passo que têm menor intenção de sair da organização.
The dynamism that Portugal has witnessed over the last few decades, in an organizational context, makes talent management a relevant area for analysis. Organizational skills development practices have been widely addressed, both by trends such as upskilling and reskilling, and by international organizations and even by legislation. In addition, work models have been diversifying. Recently, there have been studies on their impact on various areas of human resource management. In this sense, the way in which skills development impacts employees' intention to leave was investigated, considering the mediation of job satisfaction and the moderation of work modalities. This is a quantitative, cross-sectional and correlational study. The sample consists of 833 active employees in the Portuguese labor market, at least 18 years old and is non-probabilistic and with geometric propagation. The results showed that when investment in organizational skills development practices increases, employees' intention to leave decreases significantly. Job satisfaction proved to be the explanatory mechanism for this phenomenon, but the moderating effect of work arrangements on the relationships described was not observed. The intention to remain in the organization is more prominent among individuals with more than 20 years of professional experience or who work in large companies. It was found that employees in hybrid models are more satisfied. Finally, the possibility of choosing the days to work from home impacts all the variables under study. Thus, these participants are more satisfied, attend training, have greater individualized support and functional rotation, while they have less intention to leave the organization.
The dynamism that Portugal has witnessed over the last few decades, in an organizational context, makes talent management a relevant area for analysis. Organizational skills development practices have been widely addressed, both by trends such as upskilling and reskilling, and by international organizations and even by legislation. In addition, work models have been diversifying. Recently, there have been studies on their impact on various areas of human resource management. In this sense, the way in which skills development impacts employees' intention to leave was investigated, considering the mediation of job satisfaction and the moderation of work modalities. This is a quantitative, cross-sectional and correlational study. The sample consists of 833 active employees in the Portuguese labor market, at least 18 years old and is non-probabilistic and with geometric propagation. The results showed that when investment in organizational skills development practices increases, employees' intention to leave decreases significantly. Job satisfaction proved to be the explanatory mechanism for this phenomenon, but the moderating effect of work arrangements on the relationships described was not observed. The intention to remain in the organization is more prominent among individuals with more than 20 years of professional experience or who work in large companies. It was found that employees in hybrid models are more satisfied. Finally, the possibility of choosing the days to work from home impacts all the variables under study. Thus, these participants are more satisfied, attend training, have greater individualized support and functional rotation, while they have less intention to leave the organization.
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Keywords
Desenvolvimento de competências Satisfação laboral Intenção de saída Modalidades de trabalho