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Publication
A influência da cultura de Work-Life Balance nas intenções de Turnover
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Advisor(s)
Abstract(s)
O mercado global opera num clima de constante turbulência social, económica e política, o qual ao ser um processo dinâmico pode provocar uma acentuada pressão nos trabalhadores, criando um desequilíbrio entre a vida profissional e a privada.
Um dos grandes desafios que as organizações enfrentam, consiste em capacitar-se com práticas e estratégias focadas na gestão de pessoas que permitam a retenção dos seus melhores talentos, já que o abandono de capital humano valioso tem um elevado custo financeiro e afeta a sua competitividade no mercado.
Tem que existir uma preocupação constante por parte das instituições em compreender o indivíduo no seu ambiente de trabalho, por forma a dominar as variáveis que o motivam e o tornam produtivo e permitem reter talento.
A presente dissertação pretende analisar se a cultura de Work- Life Balance (WLB) em vigor na organização influencia negativamente a intenção de turnover (IT) dos seus trabalhadores. E ainda se esta relação entre é moderada pelo compromisso organizacional do trabalhador com a instituição, por diferentes práticas de recursos humanos, como o acolhimento, a avaliação desempenho entre outras e por fim pelo suporte da equipa onde o profissional se encontra inserido.
Os dados recolhidos permitem confirmar que o WLB influencia negativamente a IT e o compromisso organizacional calculativo assume um papel de moderação
nesta relação.
The global market operate in a climate of constant social, economic and political turmoil, this dynamic process can cause a strong pressure on workers, creating an imbalance between professional and private life. One of the great challenges that organizations face is to train themselves with practices and strategies focused on people management that allow the retention of their best talent, since the abandonment of valuable human capital has a high financial cost and affects their competitiveness in the market. There must be a constant concern on the part of institutions to understand the individual in their work environment, in order to master the variables that motivate and make them productive. The present dissertation intends to influence the Work-Life Balance culture in force in the organization to influence the exit intention of its workers. And even if this relationship is the organizational commitment of the worker with the institution, for different human resources practices, such as performance among others and finally for the support of the team where the professional is inserted. The data collected allow us to confirm that WLB negatively influences turnover intention and that the calculative organizational commitment plays a moderating role in this relationship.
The global market operate in a climate of constant social, economic and political turmoil, this dynamic process can cause a strong pressure on workers, creating an imbalance between professional and private life. One of the great challenges that organizations face is to train themselves with practices and strategies focused on people management that allow the retention of their best talent, since the abandonment of valuable human capital has a high financial cost and affects their competitiveness in the market. There must be a constant concern on the part of institutions to understand the individual in their work environment, in order to master the variables that motivate and make them productive. The present dissertation intends to influence the Work-Life Balance culture in force in the organization to influence the exit intention of its workers. And even if this relationship is the organizational commitment of the worker with the institution, for different human resources practices, such as performance among others and finally for the support of the team where the professional is inserted. The data collected allow us to confirm that WLB negatively influences turnover intention and that the calculative organizational commitment plays a moderating role in this relationship.
Description
Keywords
Compromisso organizacional Intenção de turnover Medidas de conciliação trabalho-vida pessoal Práticas de recursos humanos Suporte de equipa