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Diferenças inter-geracionais numa empresa de consultoria : auto e hetero percepções de atitudes e valores
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Resumo(s)
O presente estudo teve como objectivo contribuir para a consolidação dos conhecimentos na temática das diferenças entre gerações em contexto de trabalho, através da análise das atitudes e valores de trabalhadores da Geração X (nascimento 1965-1981) e da Geração Y (nascimento 1982-2000). Após a aplicação de um questionário a 139 colaboradores de uma empresa da área da consultoria, verificou-se que o empenhamento organizacional é superior nos membros da Geração X. Pelo contrário, os resultados evidenciaram que o equilíbrio entre o trabalho e a vida pessoal e o desenvolvimento pessoal são mais valorizados pela Geração Y. As duas gerações não diferiram na preferência pela recompensa imediata pelo seu trabalho. Constatou-se também que a Geração X percepciona a Geração Y como sendo menos empenhada do que realmente é, e como tendo uma maior preferência pela recompensa imediata do seu trabalho do que efectivamente acontece. Estes dados permitem detectar uma potencial problemática nas relações inter-geracionais no local de trabalho. Finalmente, o estudo reúne evidências no sentido de se reconhecer que as organizações que desejam atrair e reter trabalhadores pertencentes às gerações X e Y deverão apostar na implementação de práticas que promovam o equilíbrio entre o trabalho e a vida pessoal e o desenvolvimento pessoal.
The present study aims to contribute to the consolidation of knowledge about the differences between generations in a work context, through the analysis of Generation X (born 1965-1981) and Generation Y (born 1982-2000) workers’ attitudes and values. A questionnaire was administered to 139 employees of a consulting company, and the results showed that organizational commitment was higher among Generation X members. Conversely, the results revealed that work-life balance and personal development are more valued by Generation Y. The generations did not differ in their willingness to receive immediate reward for their work. It was also observed that Generation X members perceive Generation Y workers as being less committed than they really are, and as having greater preference for work compensation reward in a straight forward or immediate manner, as opposed to what the study indicated. This data allows the detection of a potential problem within generations’ relationships in the workplace. Finally, the study gathers evidence that reveals that organizations wishing to attract and retain workers pertaining to the generations X and Y should implement practices that promote work-life balance and personal development.
The present study aims to contribute to the consolidation of knowledge about the differences between generations in a work context, through the analysis of Generation X (born 1965-1981) and Generation Y (born 1982-2000) workers’ attitudes and values. A questionnaire was administered to 139 employees of a consulting company, and the results showed that organizational commitment was higher among Generation X members. Conversely, the results revealed that work-life balance and personal development are more valued by Generation Y. The generations did not differ in their willingness to receive immediate reward for their work. It was also observed that Generation X members perceive Generation Y workers as being less committed than they really are, and as having greater preference for work compensation reward in a straight forward or immediate manner, as opposed to what the study indicated. This data allows the detection of a potential problem within generations’ relationships in the workplace. Finally, the study gathers evidence that reveals that organizations wishing to attract and retain workers pertaining to the generations X and Y should implement practices that promote work-life balance and personal development.
Descrição
Tese de mestrado, Psicologia (Secção de Psicologia dos Recursos Humanos, do Trabalho e das Organizações), Universidade de Lisboa, Faculdade de Psicologia, 2010
Palavras-chave
Psicologia dos recursos humanos Relações inter-gerações Teses de mestrado - 2010