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Intenções voluntárias de saída e desempenho profissional: O papel moderador do efeito.
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Advisor(s)
Abstract(s)
Este estudo pretende avaliar qual o impacto das intenções de saída voluntária na
perceção de desempenho e verificar se o efeito geracional desempenha um papel moderador
nesta relação. Para tal foi construído o seguinte problema: Que relação poderá existir entre
intenções de saída e a perceção de desempenho dos Trabalhadores? Será que esta relação é
afetada pela geração a que pertencem? As hipóteses de estudo formuladas para encontrar
resposta ao problema foram: (I) as intenções de saída têm um efeito direto e negativo na
perceção de desempenho, (II) a Geração Baby Boomers terá menores níveis de intenções de
saída do que as gerações X ou Y, e (III) as gerações exercem um efeito moderador entre as
intenções de saída voluntária e a perceção de desempenho individual.
Participaram neste estudo 525 trabalhadores em contexto ativo de mercado de
trabalho, inseridos em diversas organizações de todo o País. De facto, verificou-se que as
intenções de saída têm um efeito negativo na perceção de desempenho dos trabalhadores. Em
segundo lugar, não se verificaram diferenças significativas nas intenções de saída entre as três
gerações. Finalmente, o efeito moderador das gerações, apenas se verificou no caso das
gerações Y e X.
ABSTRACT: This study aims to assess the impact of voluntary turnover intentions on the perception of performance. Regarding this problem we have built the following case study: What relationship may exist between turnover intentions and perceived performance of workers? Is this relationship affected by the generation to which they belong? The study hypotheses formulated to find an answer to the problem were: I) turnover intentions have a negative direct effect on the perception of performance, (II) Baby Boomers Generation will have lower turnover intentions than Generations X or Y, and (III) the generations have a moderating effect between turnover intentions and perception of performance. 525 Employees participated in this study in the context of active labor market, working in various organizations throughout the country. Indeed, it was found that turnover intentions have a negative effect on employees’ perceived performance. Secondly, there were no significant differences found in turnover intentions between the three generations. Finally, the moderating effect of the generations was only observed in the case of generations Y and X.
ABSTRACT: This study aims to assess the impact of voluntary turnover intentions on the perception of performance. Regarding this problem we have built the following case study: What relationship may exist between turnover intentions and perceived performance of workers? Is this relationship affected by the generation to which they belong? The study hypotheses formulated to find an answer to the problem were: I) turnover intentions have a negative direct effect on the perception of performance, (II) Baby Boomers Generation will have lower turnover intentions than Generations X or Y, and (III) the generations have a moderating effect between turnover intentions and perception of performance. 525 Employees participated in this study in the context of active labor market, working in various organizations throughout the country. Indeed, it was found that turnover intentions have a negative effect on employees’ perceived performance. Secondly, there were no significant differences found in turnover intentions between the three generations. Finally, the moderating effect of the generations was only observed in the case of generations Y and X.
Description
Dissertação de Mestrado apresentada no ISPA - Instituto Universitário
Keywords
Intenções de saída Perceção de desempenho Geração Y Geração X Geração Baby Boomers Turnover intentions Perceived performance Generation Y Generation X Baby Boomers Generation