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O efeito das recompensas extrínsecas e intrínsecas na retenção da geração Millennial em consultoria: o papel da motivação e do envolvimento no trabalho
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Orientador(es)
Resumo(s)
O mercado de trabalho encontra-se atualmente em grande esforço na tentativa de
reter os melhores talentos, em especial os talentos da geração millennial. Dado que os
sistemas de recompensas são um dos elementos que mais influencia a intenção de saída
de colaboradores, é fulcral que as empresas repensem esses sistemas. Em especial, as
empresas de consultoria que enfrentam elevadas taxas de turnover. Este estudo teve como
principal objetivo compreender a influência da satisfação com as recompensas
(extrínsecas e intrínsecas) na retenção de millennials numa empresa de consultoria em
Portugal, bem como a influência da motivação (extrínseca e intrínseca) e do envolvimento
no trabalho neste processo.
O estudo empírico foi suportado num questionário a 117 millennials. Os inquiridos
apresentam níveis médios de satisfação com as recompensas, sendo que o salário é o
aspeto com o qual estão menos satisfeitos. Ambos os tipos de recompensas (intrínsecas e
extrínsecas) estão negativamente relacionados com a intenção de saída, sendo que essa
relação é mais forte para as recompensas extrínsecas. Verifica-se ainda a que a satisfação
com as recompensas (intrínsecas e extrínsecas) está positivamente relacionada com a
motivação intrínseca mas as recompensas extrínsecas estão negativamente relacionadas
com a motivação extrínseca. O envolvimento no trabalho está também negativamente
relacionado com a intenção de saída dos inquiridos, em todas as suas dimensões, sendo a
dimensão mais relevante a Dedicação. Os resultados do estudo demonstraram que as
mulheres inquiridas se encontram significativamente mais motivadas extrinsecamente do
que os homens.
The job market is currently in great effort in an attempt to retain the best talent, especially the talents of the millennial generation, who represent a significant part of the employees of organizations, and it is expected that, in the future, they will represent more than half. It is crucial for companies to rethink their retention strategies, namely their reward systems, which are one of the elements that most influence employee retention. In particular, consulting firms must do so, due to the high volume of work and high turnover rates that characterize them. Effectively, the scarcity of studies in the context of retention of millennials in consulting firms and the role of rewards in this phenomenon made this study relevant, which had as its main objective to understand the influence of satisfaction with extrinsic and intrinsic rewards in retaining the millennial generation in consulting, as well as the influence of motivation (extrinsic and intrinsic) and envolvimento no trabalho in this process. The empirical study was developed in a Portuguese consultancy company, through a questionnaire answered by 117 millennials. Respondents demonstrate reasonable satisfaction with extrinsic and intrinsic rewards and are more satisfied with intrinsic rewards and have a significant level of dissatisfaction with the salary earned by the organization. It was concluded, as expected, that both rewards are negatively related to the intention to leave, with intrinsic rewards being more strongly related. Furthermore, there is a positive relationship between satisfaction with intrinsic rewards and intrinsic motivation, however, on the other hand, there is a negative relationship between extrinsic rewards and extrinsic motivation, which can be explained by dissatisfaction with the salary. Envolvimento no trabalho is also negatively related to the respondents' intention to leave, in all its dimensions, as would be expected, with the most relevant dimension being Dedication. The results of the study showed that the women surveyed are significantly more extrinsically motivated than the men.
The job market is currently in great effort in an attempt to retain the best talent, especially the talents of the millennial generation, who represent a significant part of the employees of organizations, and it is expected that, in the future, they will represent more than half. It is crucial for companies to rethink their retention strategies, namely their reward systems, which are one of the elements that most influence employee retention. In particular, consulting firms must do so, due to the high volume of work and high turnover rates that characterize them. Effectively, the scarcity of studies in the context of retention of millennials in consulting firms and the role of rewards in this phenomenon made this study relevant, which had as its main objective to understand the influence of satisfaction with extrinsic and intrinsic rewards in retaining the millennial generation in consulting, as well as the influence of motivation (extrinsic and intrinsic) and envolvimento no trabalho in this process. The empirical study was developed in a Portuguese consultancy company, through a questionnaire answered by 117 millennials. Respondents demonstrate reasonable satisfaction with extrinsic and intrinsic rewards and are more satisfied with intrinsic rewards and have a significant level of dissatisfaction with the salary earned by the organization. It was concluded, as expected, that both rewards are negatively related to the intention to leave, with intrinsic rewards being more strongly related. Furthermore, there is a positive relationship between satisfaction with intrinsic rewards and intrinsic motivation, however, on the other hand, there is a negative relationship between extrinsic rewards and extrinsic motivation, which can be explained by dissatisfaction with the salary. Envolvimento no trabalho is also negatively related to the respondents' intention to leave, in all its dimensions, as would be expected, with the most relevant dimension being Dedication. The results of the study showed that the women surveyed are significantly more extrinsically motivated than the men.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
Recompensas Extrínsecas Recompensas Intrínsecas Motivação Extrínseca Motivação Intrínseca Envolvimento no trabalho Retenção Millennials Consultoria Extrinsic rewards Intrinsic rewards Extrinsic motivation Intrinsic motivation Retention Consulting firms
Contexto Educativo
Citação
Teles, Catarina Selas Mateus (2023). "O efeito das recompensas extrínsecas e intrínsecas na retenção da geração Millennial em consultoria: o papel da motivação e do envolvimento no trabalho ". Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Editora
Instituto Superior de Economia e Gestão