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Advisor(s)
Abstract(s)
Atualmente existe um declínio e escassez de recursos humanos na Marinha
Portuguesa. Nos últimos 20 anos, o número de militares tem diminuído constantemente,
resultante não só de uma maior dificuldade nos processos de recrutamento, mas
também de um êxodo de militares para o mundo civil. Esta dissertação pretende estudar
os fatores responsáveis pelas saídas extemporâneas na Marinha.
As saídas extemporâneas, apesar de acarretarem benefícios até certo ponto,
resultam no aumento de custos e perda de “know how” na organização. Os custos
inerentes a estas saídas estão frequentemente relacionados com a seleção,
recrutamento, colocação, treino, desenvolvimento de pessoal substituto e controlo de
danos. Representando um custo ainda mais elevado quando ocorrem nos indivíduos
mais experientes e talentosos, podendo em alguns casos chegar a 50% do salário anual
de um indivíduo.
Por estes motivos, e a fim de minimizar os custos e perdas, cada vez mais
organizações investem no estudo e análise dos fatores que motivam as saídas
extemporâneas nos seus recursos humanos.
A literatura evidencia a intenção de saída como o principal antecedente da saída
extemporânea, tendo esta quatro antecedentes principais, a satisfação, o
comprometimento, o estilo de liderança e o burnout. Esta dissertação testa um
Framework que traduz estas relações. Estas relações foram testadas tendo como base
os dados empíricos recolhidos através de um questionário. O questionário é constituído
por 62 itens, numa escala de concordância Likert de cinco pontos.
O Framework final identifica assim o comprometimento normativo como o
antecedente com maior influência negativa, seguindo-se o afetivo e por último a
satisfação. Relativamente à influência positiva, o burnout exaustão emocional apresenta
uma maior influência, quando comparado com o burnout diminuição das realizações
pessoais. Aquando da influência do estilo de liderança, o modelo reafirma crença de
que o estilo laissez-faire não influencia a intenção de saída, excluindo ainda qualquer
influência por parte do estilo transformacional e transacional.
Perante isto, esta dissertação sugere que a Marinha Portuguesa invista nestes
3 antecedentes. Devendo alocar esforços no combate ao burnout e reforçar as medidas
de aumento da satisfação e do comprometimento.
There is currently a decline and shortage of human resources in the Portuguese Navy. Over the past 20 years, the number of military personnel has been steadily declining, resulting not only from greater difficulty in the recruitment processes, but also from an exodus of military personnel to the civilian world. This dissertation intends to study the factors responsible for the turnover in the Navy. The turnover, despite bringing benefits to some extent, results in increased costs and loss of “Know how” in the organization. The costs inherent in these departures are often related to selection, recruitment, placement, training, development of replacement personnel and damage control. Representing an even higher cost when they occur in more experienced and talented individuals, and in some cases it can reach 50% of an individual's annual salary. For these reasons, and in order to minimize costs and losses, more and more organizations are investing in the study and analysis of the factors that motivate turnover in their human resources. Literature shows the intention to leave as the main antecedent of turnover, which has 4 main antecedents: satisfaction, commitment, leadership style and burnout. This dissertation tests a Framework that translates these relationships. These relationships were tested based on empirical data collected through a questionnaire. The questionnaire consists of 62 items, on a 5-point Likert scale. The final framework identifies as antecedent to the intention to leave in the Portuguese Navy, only satisfaction, affective commitment, normative commitment, burnout emotional exhaustion and, finally, burnout decrease in personal achievements. Of these, the one with the greatest negative influence is the normative commitment, followed by the affective one and lastly by satisfaction. Regarding the positive influence, emotional exhaustion burnout has a greater influence, when compared to burnout decrease in personal achievements. In the casse of leadership style, the model reaffirms the belief that the laissez-faire style does not influence the exit intention, excluding any influence from the transformational and transactional style. Given this, this dissertation suggests that the Portuguese Navy invests in these 3 antecedents. Allocating efforts to combat burnout and reinforce measures to increase satisfaction and commitment.
There is currently a decline and shortage of human resources in the Portuguese Navy. Over the past 20 years, the number of military personnel has been steadily declining, resulting not only from greater difficulty in the recruitment processes, but also from an exodus of military personnel to the civilian world. This dissertation intends to study the factors responsible for the turnover in the Navy. The turnover, despite bringing benefits to some extent, results in increased costs and loss of “Know how” in the organization. The costs inherent in these departures are often related to selection, recruitment, placement, training, development of replacement personnel and damage control. Representing an even higher cost when they occur in more experienced and talented individuals, and in some cases it can reach 50% of an individual's annual salary. For these reasons, and in order to minimize costs and losses, more and more organizations are investing in the study and analysis of the factors that motivate turnover in their human resources. Literature shows the intention to leave as the main antecedent of turnover, which has 4 main antecedents: satisfaction, commitment, leadership style and burnout. This dissertation tests a Framework that translates these relationships. These relationships were tested based on empirical data collected through a questionnaire. The questionnaire consists of 62 items, on a 5-point Likert scale. The final framework identifies as antecedent to the intention to leave in the Portuguese Navy, only satisfaction, affective commitment, normative commitment, burnout emotional exhaustion and, finally, burnout decrease in personal achievements. Of these, the one with the greatest negative influence is the normative commitment, followed by the affective one and lastly by satisfaction. Regarding the positive influence, emotional exhaustion burnout has a greater influence, when compared to burnout decrease in personal achievements. In the casse of leadership style, the model reaffirms the belief that the laissez-faire style does not influence the exit intention, excluding any influence from the transformational and transactional style. Given this, this dissertation suggests that the Portuguese Navy invests in these 3 antecedents. Allocating efforts to combat burnout and reinforce measures to increase satisfaction and commitment.
Description
Keywords
Saídas extemporâneas Satisfação Comprometimento Liderança Burnout Marinha Portugal