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As competências para o trabalho remoto numa amostra recolhida em Portugal
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Resumo(s)
O trabalho remoto é um tema alvo de estudo e debate desde que começou a ser
colocado em prática, há cerca de quarenta anos. Um dos aspetos mais debatidos dentro
do tema do trabalho remoto diz respeito aos benefícios e desafios percecionados tanto
pelos trabalhadores, como pelas organizações, neste contexto específico de trabalho.
Esta discussão permanece acesa em 2021, particularmente devido à pandemia. Tal
acontece porque, para dar resposta ao confinamento obrigatório, a solução adotada por
muitas organizações como forma de não perderem a capacidade produtiva foi o trabalho
remoto. Esta conjuntura exigiu uma adaptação rápida e inesperada por parte de todos os
elementos organizacionais e, nesse sentido, torna-se crítico continuar a investigar sobre
o tema na atualidade.
Dessa forma, o presente estudo foca-se na relação entre o trabalho remoto e as
competências comportamentais, pois tem como base a premissa de que, para maximizar
os benefícios e minimizar os desafios, é importante que os trabalhadores possuam as
competências adequadas para serem bem-sucedidos no trabalho remoto. Partindo de um
estudo realizado pela SHL (2020), que identificou as nove competências-chave para o
trabalho remoto, o objetivo da presente investigação é perceber em que medida essas
nove competências estão presentes numa amostra recolhida em Portugal.
Através da análise dos resultados obtidos na resposta ao questionário
RemoteWorkQ – instrumento desenvolvido pela SHL que se baseia na autoperceção dos
participantes relativamente ao seu desempenho em trabalho remoto – são obtidas
informações acerca do nível em que os participantes possuem as nove competências,
dividindo-se em baixo, médio e alto. Verifica-se que a amostra recolhida em Portugal
tem necessidades de desenvolvimento na maioria das competências analisadas, o que
sugere existir uma carência de experiência, mas também de formação, neste contexto
em específico. Além disso, os resultados decorrentes da técnica de análise estatística
qui-quadrado revelam que os participantes de faixas etárias mais avançadas (36 a 45
anos e 46 ou mais anos) consideram possuir maior número de competências para
trabalhar remotamente, acabando por desconstruir muitos estereótipos acerca da
adaptação das gerações mais velhas às tecnologias e à mudança.
Remote work has been a subject of study and debate since it began to be put into practice, some forty years ago. One of the most debated topics within the remote work theme concerns the benefits and challenges perceived by both workers and organizations in this specific context of work. This discussion remains alive in 2021, particularly due to the pandemic. This is because, to respond to mandatory confinement, the solution adopted by many organizations as a way of not losing their productive capacity was remote work. This context required a quick and unexpected adaptation by all organizational members, and, in this sense, it is critical to continue investigating the topic today. Thus, this study focuses on the relationship between remote work and behavioral competencies, as it is based on the premise that, in order to maximize benefits and minimize challenges, it is important that workers have the appropriate competencies to be successful in remote work. Based on a study carried out by SHL (2020), which identified the nine key competencies for remote work, the objective of the present investigation is to understand to what extent these nine competencies are present in a sample collected in Portugal. Through the analysis of the results obtained by answering to the RemoteWorkQ questionnaire – an instrument developed by SHL that is based on the participants' self perception of their performance in remote work – information is gathered about the degree to which they have the nine competencies, divided in below, medium and high. It appears that the sample collected in Portugal has development needs in most of the competencies analyzed, which suggests that there is a lack of experience, but also of training, in this specific context. In addition, the results from the chi-square statistical analysis technique reveal that participants in older age groups (36 to 45 years and 46 or older) consider themselves to have a greater number of competencies to work remotely, ultimately deconstructing many stereotypes about older generations adapting to technologies and change.
Remote work has been a subject of study and debate since it began to be put into practice, some forty years ago. One of the most debated topics within the remote work theme concerns the benefits and challenges perceived by both workers and organizations in this specific context of work. This discussion remains alive in 2021, particularly due to the pandemic. This is because, to respond to mandatory confinement, the solution adopted by many organizations as a way of not losing their productive capacity was remote work. This context required a quick and unexpected adaptation by all organizational members, and, in this sense, it is critical to continue investigating the topic today. Thus, this study focuses on the relationship between remote work and behavioral competencies, as it is based on the premise that, in order to maximize benefits and minimize challenges, it is important that workers have the appropriate competencies to be successful in remote work. Based on a study carried out by SHL (2020), which identified the nine key competencies for remote work, the objective of the present investigation is to understand to what extent these nine competencies are present in a sample collected in Portugal. Through the analysis of the results obtained by answering to the RemoteWorkQ questionnaire – an instrument developed by SHL that is based on the participants' self perception of their performance in remote work – information is gathered about the degree to which they have the nine competencies, divided in below, medium and high. It appears that the sample collected in Portugal has development needs in most of the competencies analyzed, which suggests that there is a lack of experience, but also of training, in this specific context. In addition, the results from the chi-square statistical analysis technique reveal that participants in older age groups (36 to 45 years and 46 or older) consider themselves to have a greater number of competencies to work remotely, ultimately deconstructing many stereotypes about older generations adapting to technologies and change.
Descrição
Dissertação de mestrado, Psicologia (Área de Especialização em Psicologia dos Recursos Humanos, do Trabalho e das Organizações), Universidade de Lisboa, Faculdade de Psicologia, 2021
Palavras-chave
Trabalho remoto Competências Personalidade Novas tecnologias Dissertações de mestrado - 2021