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Publication
Quiet Quitting e Trabalho Remoto: Desafios de Liderança e Novas Perspetivas na Produtividade nas Organizações Angolanas
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Advisor(s)
Abstract(s)
A segunda década do século XXI ficou marcada por diversos acontecimentos em termos sociais e económicos que tiveram um impacto profundo no funcionamento das organizações. As alterações introduzidas face, sobretudo, ao surto pandémico da COVID-19, alterou o paradigma tradicional em que assentava o desempenho da atividade laboral, que se deslocalizou das instalações da entidade laboral onde os colaboradores exerciam a sua atividade para o domicílio do trabalhador e/ou para outros centros de trabalho. Esta nova modalidade de desempenho da atividade laboral, designada de teletrabalho, implicou a necessidade de ser recentemente regulamentada em Angola em 2022, através da publicação do Decreto Presencial, nº 52/22 de 17 de Fevereiro, que introduziu a Atividade Laboral em Regime de Teletrabalho e a Lei 12/23 de 27 de Dezembro que introduziu as alterações à Lei Geral do Trabalho da República de Angola. Dada a recência e importância do tema do teletrabalho em Angola, a presente investigação pretende compreender o efeito moderador do regime de trabalho - híbrido ou presencial - na relação entre liderança inclusiva e quiet quitting em contexto angolano. Para o efeito, este estudo correlacional e quantitativo ancora-se numa recolha de dados por via de questionários em Angola. Os participantes (N=129) trabalham em regime híbrido e irão avaliar o seu desempenho nos regimes de trabalho presencial e remoto. Os resultados demonstram que existe um efeito negativo e significativo entre liderança inclusiva e quiet quitting e o efeito moderador é igualmente significativo, ou seja, a liderança inclusiva previne o quiet quitting, apenas em contexto de trabalho remoto. A presente dissertação pretende contribuir com uma abordagem exploratória no contexto Angolano, ao endereçar uma temática recente no país e pretende igualmente encorajar as empresas e gestores de recursos humanos que pretendam implementar o regime de trabalho remoto nas suas realidades organizacionais.
The second decade of the 21st century was marked by several social and economic events that had a profound impact on the functioning of organizations. The changes introduced, especially in the face of the COVID-19 pandemic outbreak, altered the traditional paradigm on which the performance of work activity was based, which moved from the facilities of the work entity where employees carried out their activity to the worker's home and/or to other work centers. This new modality of performing work activity, called teleworking, implied the need to be recently regulated in Angola in 2022, through the publication of the In-Person Decree, No. 52/22 of February 17, which introduced the Work Activity under Teleworking Regime and Law 12/23 of December 27, which introduced amendments to the General Labor Law of the Republic of Angola. Given the recentness and importance of the topic of telework in Angola, this research aims to understand the moderating effect of the work regime - hybrid or in-person - on the relationship between inclusive leadership and quiet quitting in the Angolan context. To this end, this correlational and quantitative study is anchored in a data collection through questionnaires in Angola. Participants (N = 129) work in a hybrid regime and will evaluate their performance in the in-person and remote work regimes. The results demonstrate that there is a negative and significant effect between inclusive leadership and quiet quitting and the moderating effect is equally significant, that is, inclusive leadership prevents quiet quitting, only in the context of remote work. This dissertation aims to contribute with an exploratory approach in the Angolan context, by addressing a recent theme in the country and also aims to encourage companies and human resources managers who intend to implement the remote work regime in their organizational realities.
The second decade of the 21st century was marked by several social and economic events that had a profound impact on the functioning of organizations. The changes introduced, especially in the face of the COVID-19 pandemic outbreak, altered the traditional paradigm on which the performance of work activity was based, which moved from the facilities of the work entity where employees carried out their activity to the worker's home and/or to other work centers. This new modality of performing work activity, called teleworking, implied the need to be recently regulated in Angola in 2022, through the publication of the In-Person Decree, No. 52/22 of February 17, which introduced the Work Activity under Teleworking Regime and Law 12/23 of December 27, which introduced amendments to the General Labor Law of the Republic of Angola. Given the recentness and importance of the topic of telework in Angola, this research aims to understand the moderating effect of the work regime - hybrid or in-person - on the relationship between inclusive leadership and quiet quitting in the Angolan context. To this end, this correlational and quantitative study is anchored in a data collection through questionnaires in Angola. Participants (N = 129) work in a hybrid regime and will evaluate their performance in the in-person and remote work regimes. The results demonstrate that there is a negative and significant effect between inclusive leadership and quiet quitting and the moderating effect is equally significant, that is, inclusive leadership prevents quiet quitting, only in the context of remote work. This dissertation aims to contribute with an exploratory approach in the Angolan context, by addressing a recent theme in the country and also aims to encourage companies and human resources managers who intend to implement the remote work regime in their organizational realities.
Description
Keywords
Trabalho Remoto Lei da República de Angola Quiet Quitting Liderança Inclusiva