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O que nos leva a procurar outra organização : o efeito moderador do employer branding na relação entre o compromisso e o turnover
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Abstract(s)
Num mercado cada vez mais competitivo, as organizações procuram novas ferramentas para desenvolver os seus ativos, para que sejam capazes de motivar e reter os colaboradores a longo prazo. Posto isto, a relação entre o compromisso e turnover há muito que é estudada pelos recursos humanos. No entanto, ao verificar uma lacuna na literatura que relacione o compromisso e turnover com novas práticas de RH, tais como, o efeito moderador do employer branding, criou-se um questionário para a população portuguesa que conta com 101 participantes. Os instrumentos utilizados foram a Escala “EmpAt” de Berthon et al, (2005), no sentido de avaliar o Commitment Organizacional, será utilizada a escala desenvolvida por Meyer & Allen (1997) e ainda as intenções de saída, que foram medidas através de uma escala desenvolvida por Bozeman e Perrewé (2001).
Na perceção dos colaboradores será o employer branding uma ferramenta ativa para manter um compromisso saudável com a organização? Pretende-se compreender se na perceção dos colaboradores, o employer branding possa ser uma ferramenta ativa para manter um compromisso saudável com a organização. Ao longo deste trabalho serão ainda discutidas futuras implicações para o tecido empresarial, na perspetiva de compreender este fenómeno não só da ótica do colaborador, mas também de quem o emprega.
Para o estudo em causa foi criado um questionário com a inclusão de três escalas, numa amostra de 101 trabalhadores portugueses, sendo que 41 do sexo masculino (40.6%) e 60 do sexo feminino (59.4%). Os resultados conferem a relação entre o compromisso e o turnover, ou seja, quanto mais comprometidos com a organização menor serão as intenções de saída, bem como uma possível moderação do employer branding.
In an increasingly competitive market, organizations are looking for new tools to develop their assets, so that they can motivate and retain employees in the long term. That said, the relationship between commitment and turnover has long been studied by human resources. However, when verifying a gap in the literature that links commitment and turnover with new HR practices, such as the moderating effect of employer branding, a questionnaire was created for the Portuguese population with 101 participants. The instruments used were the “EmpAt” Scale by Berthon et al, (2005), in order to evaluate the Organizational Commitment, will be used the scale developed by Meyer & Allen (1997) and also the exit intentions, which were measured through a scale developed by Bozeman and Perrewé (2001). In the perception of employees, will Employer Branding be an active tool to maintain a healthy commitment to the organization? Throughout this work, future implications for the business fabric will also be discussed, with a view to understanding this phenomenon not only from the perspective of the employee but also from who employs it. For the study in question, a questionnaire was created with the inclusion of three scales, in a sample of 101 Portuguese workers, 41 of whom were male (40.6%) and 60 were females (59.4%). The results show the relationship between commitment and turnover, that is, the more committed to the organization, the lower the exit intentions. That represents a possible moderation of the Employer Branding.
In an increasingly competitive market, organizations are looking for new tools to develop their assets, so that they can motivate and retain employees in the long term. That said, the relationship between commitment and turnover has long been studied by human resources. However, when verifying a gap in the literature that links commitment and turnover with new HR practices, such as the moderating effect of employer branding, a questionnaire was created for the Portuguese population with 101 participants. The instruments used were the “EmpAt” Scale by Berthon et al, (2005), in order to evaluate the Organizational Commitment, will be used the scale developed by Meyer & Allen (1997) and also the exit intentions, which were measured through a scale developed by Bozeman and Perrewé (2001). In the perception of employees, will Employer Branding be an active tool to maintain a healthy commitment to the organization? Throughout this work, future implications for the business fabric will also be discussed, with a view to understanding this phenomenon not only from the perspective of the employee but also from who employs it. For the study in question, a questionnaire was created with the inclusion of three scales, in a sample of 101 Portuguese workers, 41 of whom were male (40.6%) and 60 were females (59.4%). The results show the relationship between commitment and turnover, that is, the more committed to the organization, the lower the exit intentions. That represents a possible moderation of the Employer Branding.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário – Ciências Psicológicas, Sociais e da Vida, para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Employer branding Compromisso organizacional Intenções de saída Commitment Turnover