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Publication
Motivação, Intenção de Saída e Employer Branding em contexto militar: Contributos para a Gestão de Pessoas
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Authors
Figueiras, Tiago Francisco Leitão
Advisor(s)
Abstract(s)
Este trabalho centrou-se na problemática da falta de efetivo das fileiras no Exército Português, de tal forma que de acordo com a DEE 2023 se encontram no ativo cerca de 11.712 militares, quando no final da Guerra Colonial, o efetivo das Forças Armadas em Portugal aproximava-se dos 227.373 militares. Portanto, é fundamental entender a perceção dos militares em relação à motivação, intenção de saída, employer branding em contexto militar e gestão de recursos humanos, de forma a termos militares mais motivados na organização.
A metodologia utilizada nesta investigação incidiu numa estratégia quantitativa, dado que foi divulgado um questionário na plataforma Google-Forms através do Gabinete de Relações-Públicas do Exército para os e-mails institucionais dos militares do Exército, tendo aderido 562 participantes. Por outro lado, o raciocínio é dedutivo porque partiu-se de uma lei geral para o particular e o posicionamento relativamente ao objeto de investigação é ontológico, uma vez que se pretende conhecer a natureza da realidade. No questionário foram empregues instrumentos já testados, tais como a escala do Work Values Questionnaire (WVQ), Turnover Cognition e Escala de Perceções de Práticas de Gestão de Recursos Humanos para medir respetivamente a motivação, intenção de saída, employer branding e gestão de pessoas.
Posteriormente, através da recolha e tratamento de dados com o programa estatístico designado por SPSS, os resultados mais significativos são o facto da motivação e do employer branding contribuírem consideravelmente para a intenção de saída; a motivação extrínseca ser a variável que tem a maior responsabilidade para a motivação geral dos militares e, por fim, a gestão de recursos humanos contribuir consideravelmente para a motivação dos militares e para a intenção de saída. Estas conclusões merecem ser alvo de reflexão para que sejam implementadas medidas que possam incrementar o número de militares no Exército.
This work focused on the problem of the lack of personnel in the ranks of the Portuguese Army, so that according to the DEE 2023 there are about 11.712 active military personnel, while at the end of the Colonial War, the number of soldiers in the Portuguese Armed Forces was close to 227.373. Therefore, it is essential to understand the perception of military personnel in relation to motivation, turnover intention, employer branding in a military context and human resources management, to have more motivated personnel in the organization. The methodology used in this research was based in a quantitative strategy, since a questionnaire was sent out using the Google-Forms platform via the Army's Public Relations Office to the institutional emails of the Army's military personnel, and there were 562 participants. On the other hand, the approach is deductive because I started from a general law to the particular and the positioning in relation to the object of investigation is ontological since the aim is to know the nature of reality. In the questionnaire, already tested instruments were used, such as the Work Values Questionnaire (WVQ), Turnover Cognition, and Human Resource Management Practices Perception Scale, to measure motivation, turnover intention, employer branding and people management, respectively. Subsequently, by collecting and processing data using the SPSS statistical program, the most significant results are that motivation and employer branding contribute considerably to the turnover intention; extrinsic motivation is the variable that is most responsible for the general motivation of the military personnel and, finally, human resource management contributes considerably to the motivation of the military and to the turnover intention. These conclusions are important for reflection so that measures can be implemented to increase the number of soldiers in the Army.
This work focused on the problem of the lack of personnel in the ranks of the Portuguese Army, so that according to the DEE 2023 there are about 11.712 active military personnel, while at the end of the Colonial War, the number of soldiers in the Portuguese Armed Forces was close to 227.373. Therefore, it is essential to understand the perception of military personnel in relation to motivation, turnover intention, employer branding in a military context and human resources management, to have more motivated personnel in the organization. The methodology used in this research was based in a quantitative strategy, since a questionnaire was sent out using the Google-Forms platform via the Army's Public Relations Office to the institutional emails of the Army's military personnel, and there were 562 participants. On the other hand, the approach is deductive because I started from a general law to the particular and the positioning in relation to the object of investigation is ontological since the aim is to know the nature of reality. In the questionnaire, already tested instruments were used, such as the Work Values Questionnaire (WVQ), Turnover Cognition, and Human Resource Management Practices Perception Scale, to measure motivation, turnover intention, employer branding and people management, respectively. Subsequently, by collecting and processing data using the SPSS statistical program, the most significant results are that motivation and employer branding contribute considerably to the turnover intention; extrinsic motivation is the variable that is most responsible for the general motivation of the military personnel and, finally, human resource management contributes considerably to the motivation of the military and to the turnover intention. These conclusions are important for reflection so that measures can be implemented to increase the number of soldiers in the Army.
Description
Keywords
Employer branding Intenção de saída Gestão de pessoas e Motivação Employer Branding Intention to Leave People Management and Motivation