A carregar...
Publicação
O impacto das recompensas, da motivação, satisfação e meaningful work na retenção dos colaboradores
| Nome: | Descrição: | Tamanho: | Formato: | |
|---|---|---|---|---|
| 3.83 MB | Adobe PDF |
Autores
Orientador(es)
Resumo(s)
Devido à atual dinâmica existente no mercado de trabalho, a retenção de talentos
tornou-se um desafio para as organizações. Por esta razão, as recompensas são fulcrais
para que os colaboradores se sintam motivados, satisfeitos e que pretendam permanecer
no seu local de trabalho.
O presente estudo tem como principal objetivo identificar qual o impacto das
recompensas, da motivação, da satisfação e do meaningful work na retenção dos
colaboradores numa organização. Apesar de serem temáticas que têm vindo a ser
estudadas ao longo dos anos, existe uma grande escassez de estudos em relação ao
conceito de meaningful work, tornando pertinente esta investigação.
Esta investigação contou com a resposta de 115 colaboradores de diferentes
organizações. Os inquiridos revelaram que, quanto mais satisfeitos estiverem com as
recompensas, maior será o seu nível retenção na organização. As recompensas intrínsecas
são as mais valorizadas pelos colaboradores, em comparação às recompensas extrínsecas.
Comprovou-se ainda que, quanto maior for a satisfação e a motivação dos colaboradores,
menor será a intenção de saída. Por outro lado, confirma-se que o meaningful work tem
uma relação positiva na satisfação e na retenção dos colaboradores.
Em suma, o género masculino revelou que os níveis, tanto da retenção como da
motivação identificada, uma dimensão da escala de motivação, são mais elevados
comparativamente ao género feminino. Para além disso, as recompensas tanto intrínsecas
como extrínsecas cumprem exatamente o registo anterior. Em relação à satisfação, ao
meaningful work e às restantes dimensões da motivação, nomeadamente: a desmotivação,
a motivação extrínseca, a motivação interiorizada e a motivação intrínseca, não se verifica
diferenças entre os géneros.
Talent retention has become a major challenge for organizations, due to the current dynamic in the job market. For this reason, rewards are very important for employees to feel motivated, satisfied and to stay in the same company. The present study aims to identify the impact of rewards, motivation, satisfaction, and meaningful work in the retention of employees of an organization. Although these are themes that are frequently studied, there’s not many studies that include the concept of meaningful work, thus making this work relevant. This search includes the answers of 115 employees from different organizations and has revealed that the bigger the satisfaction with the organization, the greater is their engagement with the organization. Intrinsic rewards are the most valuable, when compared to extrinsic rewards. It was also verified that the bigger the satisfaction and motivation of employees, lower it’ll be the intention of leaving. On the other hand, it was also proved that meaningful work has a positive impact in satisfaction and retention of employees. Finally, in terms of gender, the male sex revealed that the levels of retention and motivation identified, a dimension of the motivation scale, are higher when compared to the female sex. Moreover, intrinsic and extrinsic rewards, also have this behavior. When it comes to satisfaction, meaningful work, and the other motivation dimensions, such as demotivation, extrinsic motivation, internalized motivation and intrinsic motivation, there’s no difference between gender, which means that both are satisfied.
Talent retention has become a major challenge for organizations, due to the current dynamic in the job market. For this reason, rewards are very important for employees to feel motivated, satisfied and to stay in the same company. The present study aims to identify the impact of rewards, motivation, satisfaction, and meaningful work in the retention of employees of an organization. Although these are themes that are frequently studied, there’s not many studies that include the concept of meaningful work, thus making this work relevant. This search includes the answers of 115 employees from different organizations and has revealed that the bigger the satisfaction with the organization, the greater is their engagement with the organization. Intrinsic rewards are the most valuable, when compared to extrinsic rewards. It was also verified that the bigger the satisfaction and motivation of employees, lower it’ll be the intention of leaving. On the other hand, it was also proved that meaningful work has a positive impact in satisfaction and retention of employees. Finally, in terms of gender, the male sex revealed that the levels of retention and motivation identified, a dimension of the motivation scale, are higher when compared to the female sex. Moreover, intrinsic and extrinsic rewards, also have this behavior. When it comes to satisfaction, meaningful work, and the other motivation dimensions, such as demotivation, extrinsic motivation, internalized motivation and intrinsic motivation, there’s no difference between gender, which means that both are satisfied.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
Recompensas Motivação Satisfação Meaningful Work Retenção Rewards Motivation Satisfaction Retention
Contexto Educativo
Citação
Catarro, Ana Rita Santos (2023). "O impacto das recompensas, da motivação, satisfação e meaningful work na retenção dos colaboradores". Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão