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O contrato psicológico da geração Z em Portugal : relação com a perceção de trabalho significativo e comprometimento organizacional
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Resumo(s)
Uma nova geração surgiu recentemente no mercado de trabalho, a geração Z, com
características e expectativas bastante distintas das anteriores, constituindo um desafio no
redesenho das políticas e estratégias da Gestão de Recursos Humanos. Esta dissertação
analisa as perspetivas da geração Z portuguesa no que diz respeito ao contrato
psicológico, perceção de trabalho significativo e ao comprometimento organizacional.
Realizou-se um questionário online, obtendo-se uma amostra de 172 inquiridos.
Os resultados obtidos indicaram que a geração Z tem uma visão diferente dos tipos
de contratos psicológicos. O modelo tradicional era composto por contratos psicológicos
de longo prazo (contrato psicológico relacional e equilibrado) e de curto prazo (contrato
psicológico transacional e transicional). A análise fatorial revelou uma estrutura diferente,
agrupando os dois contratos psicológicos de longo prazo e dividindo os contratos
psicológicos de curto prazo em contrato psicológico transicional, de limitação e de
incerteza.
Verificaram-se também algumas diferenças significativas em subgrupos da
amostra. No que diz respeito ao contrato psicológico de longo prazo, as médias mais
baixas registam-se nos participantes do género feminino, nos que estão há mais tempo na
organização e nos que trabalham por turnos. Para o contrato psicológico de incerteza, as
médias mais baixas são nos participantes com um contrato de trabalho sem termo e com
um horário de 40h/semanais. No contrato psicológico transicional, são os indivíduos que
estão há menos tempo na organização e os que não trabalham por turnos que têm médias
mais baixas. Adicionalmente, as médias mais baixas para o comprometimento normativo
são relativas aos que trabalham há mais tempo na organização e por turnos, para o
comprometimento afetivo são os que trabalham por turnos, e no comprometimento de
continuidade são os que trabalham há menos tempo na organização.
Através de um modelo de equações estruturais, verificou-se que apenas os
contratos psicológicos de longo prazo estão positivamente associados à perceção de
trabalho significativo e aos três tipos de comprometimento organizacional. Por sua vez, a
perceção de trabalho significativo está associada ao comprometimento normativo.
A new generation has recently emerged in the labor market, known as generation Z, with very distinct characteristics and expectations from the previous ones, posing a challenge in the redesign of Human Resource Management policies and strategies. This dissertation analyzes the perspectives of Portuguese generation Z regarding the psychological contract, perception of meaningful work, and organizational commitment. An online questionnaire was conducted, obtaining a sample of 172 respondents. The results obtained showed that generation Z has a different understanding about the types of psychological contracts. The traditional model was composed of long-term psychological contracts (relational and balanced psychological contract) and short-term psychological contracts (transactional and transitional psychological contract). Factor analysis revealed a different structure, grouping the two long-term psychological contracts and dividing the short-term psychological contracts into transitional, limitation, and uncertainty psychological contracts. There were also some significant differences in subgroups of the sample. Regarding the long-term psychological contract, the lowest means are in female participants, those who have been with the organization the longest, and those who work in shifts. For the psychological contract of uncertainty, the lowest averages are in participants with an indefinite employment contract and with a full-time work. For the transitional psychological contract, it is the individuals who have been with the organization the least time and those who do not work in shifts that have the lowest averages. Additionally, the lowest mean scores for normative commitment are obtained by those who have worked longer in the organization and in shifts, for affective commitment it is those who work in shifts, and for continuance commitment it is those who have worked less time in the organization. Through a structural equation model, it was found that only long-term psychological contracts are positively associated with the perception of meaningful work and with the three types of organizational commitment. In turn, the perception of meaningful work is associated with normative commitment.
A new generation has recently emerged in the labor market, known as generation Z, with very distinct characteristics and expectations from the previous ones, posing a challenge in the redesign of Human Resource Management policies and strategies. This dissertation analyzes the perspectives of Portuguese generation Z regarding the psychological contract, perception of meaningful work, and organizational commitment. An online questionnaire was conducted, obtaining a sample of 172 respondents. The results obtained showed that generation Z has a different understanding about the types of psychological contracts. The traditional model was composed of long-term psychological contracts (relational and balanced psychological contract) and short-term psychological contracts (transactional and transitional psychological contract). Factor analysis revealed a different structure, grouping the two long-term psychological contracts and dividing the short-term psychological contracts into transitional, limitation, and uncertainty psychological contracts. There were also some significant differences in subgroups of the sample. Regarding the long-term psychological contract, the lowest means are in female participants, those who have been with the organization the longest, and those who work in shifts. For the psychological contract of uncertainty, the lowest averages are in participants with an indefinite employment contract and with a full-time work. For the transitional psychological contract, it is the individuals who have been with the organization the least time and those who do not work in shifts that have the lowest averages. Additionally, the lowest mean scores for normative commitment are obtained by those who have worked longer in the organization and in shifts, for affective commitment it is those who work in shifts, and for continuance commitment it is those who have worked less time in the organization. Through a structural equation model, it was found that only long-term psychological contracts are positively associated with the perception of meaningful work and with the three types of organizational commitment. In turn, the perception of meaningful work is associated with normative commitment.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
Geração Z Contrato Psicológico Trabalho Significativo Comprometimento Organizacional Generation Z Psychological Contract Meaningful Work Organizational Commitment
Contexto Educativo
Citação
Pereira, Sara Raquel Rasteiro (2022). “O contrato psicológico da geração Z em Portugal : relação com a perceção de trabalho significativo e comprometimento organizacional”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Editora
Instituto Superior de Economia e Gestão