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Abstract(s)
A presente investigação tem como principalmente objetivo compreender se existem diferenças entre a geração Baby-Boomers, a geração X e a geração Y, no que diz respeito às intenções de turnover e à perceção de bem-estar no trabalho.
Outro objetivo que esta investigação tenta perceber é se a perceção de diferenças salariais entre géneros tem um impacto positivo nas intenções de turnover e um impacto negativo na perceção de bem-estar no trabalho.
Este estudo contou com a participação de 277 participantes (24 pertencentes à geração Baby-Boomers, 94 pertencentes à geração X e 159 pertencentes à geração Y), onde participaram voluntariamente e através do preenchimento de um questionário online.
Os resultados sugerem que apenas existem diferenças significativas entre as três gerações no que respeita ao bem-Estar no trabalho e que não existem diferenças significativas entre gerações no que diz respeito às intenções de turnover. Verificou-se, ainda, que a perceção de diferenças salariais entre géneros não tem um impacto positivo nas intenções de turnover tendo, no entanto, um impacto negativo na perceção de bem-estar no trabalho.
ABSTRACT: The purpose of the present investigation is to understand if there are differences between the Baby-Boomers generation, generation X and generation Y, in relation to the turnover intentions and well-being at work. Another goal of this research is to understand if whether the gander pay differentials will have a positive impact on turnover’s intentions and whether it will have a negative impact on well-being at work. This study has 277 participants (24 belonging to the generation Baby-Boomers, 94 belonging to generation X and 159 belonging to generation Y), where they participated voluntarily and through an online questionnaire. The results of this study suggest that there are only significant differences between the three generations in terms of well-being at work and that there are no significant differences between the generations and turnover’s intentions. It was also verified that, in relation to gender pay differences, this perception does not have a positive impact on turnover intentions, and that gender pay differentials have a negative impact on well-being at work.
ABSTRACT: The purpose of the present investigation is to understand if there are differences between the Baby-Boomers generation, generation X and generation Y, in relation to the turnover intentions and well-being at work. Another goal of this research is to understand if whether the gander pay differentials will have a positive impact on turnover’s intentions and whether it will have a negative impact on well-being at work. This study has 277 participants (24 belonging to the generation Baby-Boomers, 94 belonging to generation X and 159 belonging to generation Y), where they participated voluntarily and through an online questionnaire. The results of this study suggest that there are only significant differences between the three generations in terms of well-being at work and that there are no significant differences between the generations and turnover’s intentions. It was also verified that, in relation to gender pay differences, this perception does not have a positive impact on turnover intentions, and that gender pay differentials have a negative impact on well-being at work.
Description
Dissertação de Mestrado apresentada no ISPA - Instituto Universitário para obtenção do grau de Mestre em Psicologia na Especialidade em Psicologia Social e das Organizações
Keywords
Perceção de diferenças salariais entre géneros Perceção de diferenças salariais entre géneros Gerações Intenções de Turnover Bem-estar no trabalho Gender pay differentials Generations Turnover Intentions Well-being at work