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Sair ou não sair da organização? Depende da minha fase de carreira!
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Advisor(s)
Abstract(s)
A presente investigação tem como propósito analisar o efeito moderador das Fases de
Carreira na relação entre o Ajustamento Pessoa-Função, Ajustamento Pessoa-Organização e
Intenção de Saída.
Foram inquiridos 175 participantes dos quais 132 são do sexo feminino e 43 do sexo
masculino com idades compreendidas entre os 19 e os 74 anos.
Para a obtenção de resultados foram utilizadas as escalas Ajustamento Pessoa-Função e
a escala Ajustamento Pessoa-Organização ambas desenvolvidas por Lauver e Kristof-Brown
(2001) bem como a escala Intenção de Saída de Bozeman e Perrewé (2001). As Fases de
Carreira foram consideradas tendo por base o modelo de Aaron Cohen (1991).
Após devida análise, os resultados revelaram que um alto ajustamento, quer à função quer
à organização, contribuirá para uma redução do desejo de abandonar a mesma, voluntariamente.
Verificou-se ainda um efeito marginalmente significativo das Fases de Carreira na relação entre
o Ajustamento Pessoa-Função e Intenção de Saída, tal não se verificou quanto ao Ajustamento
Pessoa-Organização e Intenção de Saída uma vez que não foi encontrado efeito moderador.
Com a presente investigação pretende-se destacar o impacto que a Fase de Carreira em
que o colaborador se encontra terá no seu ajustamento e, por conseguinte, na possível intenção
de abandonar a organização. Sendo que a pertinência da mesma, se prende ao facto de cada vez
mais, haver uma consciencialização, por partes das empresas, da necessidade em atrair e reter
os seus colaboradores.
ABSTRACT: The purpose of this research is to analyze the moderating effect of Career Phases on the relationship between Person-Job Fit, Person-Organization Fit and Turnover Intention. A total of 175 participants were surveyed, of which 132 were female and 43 were male, with ages between 19 and 74 years. To obtain results, were used the Person-Job Fit scale and the Person-Organization Fit scale, both developed by Lauver and Kristof-Brown (2001), as well as the Turnover Intention scale by Bozeman and Perrewé (2001). The Career Phases were considered based on the model of Aaron Cohen (1991). After due analysis, the results obtained revealed that a high adjustment to both the job and the organization will contribute to a reduction in the desire to leave it voluntarily. There was also a marginally significant effect of the Career Phases on the relationship between the Person-Job Fit and Turnover Intention, this was not the case for the Person-Organization Fit and Turnover Intention, since no moderating effect was found. This research aims to highlight the impact that the Career Phase in which the employee is having on his or her adjustment and, therefore, on the possible intention to leave the organization. Its relevance is related to the fact that there is an increasing awareness on the part of companies of the need to attract and retain their employees.
ABSTRACT: The purpose of this research is to analyze the moderating effect of Career Phases on the relationship between Person-Job Fit, Person-Organization Fit and Turnover Intention. A total of 175 participants were surveyed, of which 132 were female and 43 were male, with ages between 19 and 74 years. To obtain results, were used the Person-Job Fit scale and the Person-Organization Fit scale, both developed by Lauver and Kristof-Brown (2001), as well as the Turnover Intention scale by Bozeman and Perrewé (2001). The Career Phases were considered based on the model of Aaron Cohen (1991). After due analysis, the results obtained revealed that a high adjustment to both the job and the organization will contribute to a reduction in the desire to leave it voluntarily. There was also a marginally significant effect of the Career Phases on the relationship between the Person-Job Fit and Turnover Intention, this was not the case for the Person-Organization Fit and Turnover Intention, since no moderating effect was found. This research aims to highlight the impact that the Career Phase in which the employee is having on his or her adjustment and, therefore, on the possible intention to leave the organization. Its relevance is related to the fact that there is an increasing awareness on the part of companies of the need to attract and retain their employees.
Description
Dissertação de Mestradoapresentada no ISPA –
Instituto Universitário para obtenção
de grau de Mestre na especialidade de
Psicologia Social e das Organizações.
Keywords
Ajustamento pessoa-função Ajustamento pessoa-organização Intenção de saída Fases de carreira Person-job fit Person-organization Turnover intention Career stages