| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 728.69 KB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
A indústria hoteleira em Portugal está em constante crescimento. Todos os anos registam-se elevados números de chegadas e dormidas nas unidades hoteleiras e a tendência é que estes números cresçam ainda mais. No entanto, o número de colaboradores no setor em Portugal tem vindo a diminuir e as taxas de turnover são elevadas, o que leva a uma necessidade extrema por parte das unidades para recrutar. Isto resulta essencialmente das condições baixas que o setor oferece que tem bastante peso no comprometimento e na intenção de sair. Para complementar, existem estudos que indicam que a cultura de uma organização é também uma razão para influenciar o comprometimento, pois é o espelho dos valores, práticas e decisões tomadas na organização. Desse modo, pretende-se com este estudo entender qual o tipo de cultura predominante na indústria hoteleira, e de que forma a cultura organizacional na mesma tem relação com o comprometimento dos colaboradores, podendo ser um fator para o combate ao turnover elevado. Foi utilizada a metodologia quantitativa através de um questionário online com 83 respostas válidas de colaboradores da indústria de diversos departamentos. As principais conclusões do estudo indicam que a Cultura Clã é o tipo de cultura com maior peso na indústria, e que apesar de os participantes sentirem mais o Comprometimento Afetivo, no geral a média do comprometimento dos mesmos é baixa, aumentando a probabilidade de turnover. Concluiu-se também que existe uma relação positiva entre a cultura organizacional de uma unidade hoteleira com o comprometimento dos colaboradores, no entanto esta é moderada. Por fim, tanto a idade, como o género dos colaboradores demonstraram ter uma relação fraca com as variáveis.
The hotel industry in Portugal is constantly growing. Every year, there are high numbers of arrivals and overnight stays in hotels, and the trend is that these numbers will continue to increase. However, the number of employees in the sector in Portugal has been decreasing, and turnover rates are high, leading to an urgent need for recruitment in hotel units. This is mainly due to the low working conditions that the sector offers, which significantly impact commitment and the intention to leave. Additionally, studies indicate that an organization's culture is also a factor influencing commitment, as it reflects the values, practices, and decisions made within the organization. Therefore, this study aims to understand the predominant type of culture in the hotel industry and how organizational culture relates to employee commitment, potentially serving as a factor to combat high turnover. A quantitative methodology was used, employing an online questionnaire with 83 valid responses from employees across various departments in the industry. The main conclusions of the study indicate that the Clan Culture is the most prevalent type of culture in the industry. Despite participants feeling more Affective Commitment, the overall average commitment is low, increasing the likelihood of turnover. It was also concluded that there is a positive relationship between the organizational culture of a hotel unit and employee commitment; however, this relationship is moderate. Finally, both the age and gender of employees showed a weak relationship with the variables.
The hotel industry in Portugal is constantly growing. Every year, there are high numbers of arrivals and overnight stays in hotels, and the trend is that these numbers will continue to increase. However, the number of employees in the sector in Portugal has been decreasing, and turnover rates are high, leading to an urgent need for recruitment in hotel units. This is mainly due to the low working conditions that the sector offers, which significantly impact commitment and the intention to leave. Additionally, studies indicate that an organization's culture is also a factor influencing commitment, as it reflects the values, practices, and decisions made within the organization. Therefore, this study aims to understand the predominant type of culture in the hotel industry and how organizational culture relates to employee commitment, potentially serving as a factor to combat high turnover. A quantitative methodology was used, employing an online questionnaire with 83 valid responses from employees across various departments in the industry. The main conclusions of the study indicate that the Clan Culture is the most prevalent type of culture in the industry. Despite participants feeling more Affective Commitment, the overall average commitment is low, increasing the likelihood of turnover. It was also concluded that there is a positive relationship between the organizational culture of a hotel unit and employee commitment; however, this relationship is moderate. Finally, both the age and gender of employees showed a weak relationship with the variables.
Description
Keywords
Cultura Organizacional Comprometimento Organizacional Hotelaria Turismo Turnover Organizational Culture Organizational Commitment Hospitality Tourism Turnover
Pedagogical Context
Citation
Melo, Joana Isabel Vieira de .(2024). “A relação entre a cultura organizacional e o comprometimento organizacional : lições da indústria hoteleira em Portugal”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Publisher
Instituto Superior de Economia e Gestão