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Atratividade organizacional e intenção de turnover : estudo com uma amostra de consultores informáticos
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Orientador(es)
Resumo(s)
Atualmente existe uma guerra pelos talentos, o que realça a importância das empresas identificarem o que as torna atrativas, tanto para o público alvo como para os colaboradores, e de se promoverem enquanto locais ideais onde se trabalhar. A gestão de recursos humanos assente nestes princípios parece estar associada a uma diminuição da intenção de turnover. O principal objetivo do presente estudo é identificar a relação entre a atratividade organizacional e a intenção de turnover numa amostra de trabalhadores do setor de Information Techonologies, uma área profissional com elevados níveis de rotatividade. Aplicaram-se a Escala de Atratividade Organizacional e a Escala de Intenção de Turnover a 166 consultores informáticos, de ambos os sexos, com idades compreendidas entre os 20 e os 65 anos. Observou-se que os participantes se sentem mais atraídos pela oferta de recompensas, materiais e não materiais, comparativamente com o papel que a organização tem na promoção da sua autoestima, autoimagem, sentimento de pertença e propósito. Contudo é o segundo aspeto que se relaciona inversamente com a intenção de turnover. É ainda de referir que as mulheres demonstraram maior atração pela oferta, por parte da organização, de práticas ou políticas que contribuam para o seu desenvolvimento, estimulação e aplicação dos conhecimentos, bem como pelo papel que a organização tem na promoção do seu bem-estar psicológico. A intenção de abandonar a organização não é influenciada pelo sexo, tendo se verificado o mesmo ao nível da atratividade organizacional, no que se refere às variáveis idade e senioridade na função. Destaca-se o contributo da presente investigação para a temática do employer branding em Portugal, através da tradução e adaptação da Employer Attractiveness Scale (EmpAt scale) à população portuguesa e ao contexto dos colaboradores de uma organização.
In today’s World, companies must compete for the individuals with the best minds, pointing out how important it is to highlight what makes them attractive to their clients and to their employees, and to promote themselves as ideal places to work. Human resources management based on these principles seems to be associated with a decrease of turnover intention levels. The main goal of this study is to correlate employer attractiveness with turnover intentions, using a sample of Information Technologies (IT) employees’, because of the high turnover rates associated with this professional area. The instruments used in the study were the Employer Attractiveness Scale and the Turnover Intention Scale. These were applied to 166 IT consultants from both genders, with ages spanning from 20 to 65 years-old. The results demonstrated that the participants in the study are more motivated by monetary and nonmonetary rewards, in comparison with the role that the organization has in promoting their wellbeing and sense of belonging. However, it was the later that was inversely correlated with the intention of turnover. Moreover, when comparing to men, women were found to be more motivated by the availability and current practices of further professional development, challenges and opportunities to use previous knowledge, as well as the role that the organization has for their psychological wellbeing. Also, the intention of IT professionals to leave the organization was not dictated by their gender, similarly to what was observed at the level of the organization attractiveness, across different ages and/or seniority levels. This investigation contributes to the field of employer branding in Portugal, namely by offering the translation and adaptation of the Employer Attractiveness Scale (EmpAt scale) to the Portuguese population and to the employees’ context.
In today’s World, companies must compete for the individuals with the best minds, pointing out how important it is to highlight what makes them attractive to their clients and to their employees, and to promote themselves as ideal places to work. Human resources management based on these principles seems to be associated with a decrease of turnover intention levels. The main goal of this study is to correlate employer attractiveness with turnover intentions, using a sample of Information Technologies (IT) employees’, because of the high turnover rates associated with this professional area. The instruments used in the study were the Employer Attractiveness Scale and the Turnover Intention Scale. These were applied to 166 IT consultants from both genders, with ages spanning from 20 to 65 years-old. The results demonstrated that the participants in the study are more motivated by monetary and nonmonetary rewards, in comparison with the role that the organization has in promoting their wellbeing and sense of belonging. However, it was the later that was inversely correlated with the intention of turnover. Moreover, when comparing to men, women were found to be more motivated by the availability and current practices of further professional development, challenges and opportunities to use previous knowledge, as well as the role that the organization has for their psychological wellbeing. Also, the intention of IT professionals to leave the organization was not dictated by their gender, similarly to what was observed at the level of the organization attractiveness, across different ages and/or seniority levels. This investigation contributes to the field of employer branding in Portugal, namely by offering the translation and adaptation of the Employer Attractiveness Scale (EmpAt scale) to the Portuguese population and to the employees’ context.
Descrição
Tese de mestrado, Psicologia (Área de Especialização em Psicologia dos Recursos Humanos do Trabalho e das Organizações), Universidade de Lisboa, Faculdade de Psicologia, 2019
Palavras-chave
Branding Tecnologias de informação Teses de mestrado - 2019