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Abstract(s)
O trabalho em plataformas digitais é uma nova modalidade de trabalho contingente adotada para fazer face às necessidades e exigências do mercado de trabalho atual. Assim, o presente estudo pretende analisar se a perceção do suporte organizacional (PSO) é capaz de prever o compromisso afetivo, a confiança e a identificação organizacional destes trabalhadores. Como complemento a estas relações, pretende-se também testar o papel moderador da motivação nestas relações de trabalho. Foi utilizada uma metodologia quantitativa e aplicado um questionário online a 271 trabalhadores de plataformas digitais que operam nos serviços de entrega de refeições e transporte de passageiros (e.g., Uber, UberEats, Glovo, Bolt) em Portugal. Através das análises efetuadas, os resultados mostraram que (a) a PSO é uma variável relevante para os trabalhadores nesta relação de trabalho e promove o desenvolvimento de relações de troca social, que resultam em maiores níveis de compromisso afetivo, confiança e identificação organizacional; (b) a motivação intrínseca não mostra um efeito moderador nas relações previamente verificadas. Foram ainda realizadas análises de mediação e foi percebido que a motivação intrínseca dos trabalhadores das plataformas digitais se mostra capaz de mediar a relação entre o PSO e as variáveis consequentes aqui analisadas.
Work on digital platforms is a new contingent work modality adopted to meet the needs and requirements of the current labor market. Thus, the present study aims to analyze whether the perceived organisational support (POS) can predict the affective commitment, trust and organizational identification of these workers. As a complement to these relationships, it is also intended to test the moderating role of motivation in these work relationships. A quantitative methodology was used, and an online questionnaire was applied for 271 digital platforms workers operating in the services of food delivery and passenger transport (e.g., Uber, UberEats, Glovo, Bolt) in Portugal. Through the analyses performed, the results showed that (a) the POS is a relevant variable for workers in this work relationship and promotes the development of social exchange relationships, which result in higher levels of affective commitment, trust and organizational identification; (b) intrinsic motivation does not show a moderating effect on previously verified relationships. Mediation analyses were also performed, and it was perceived that the intrinsic motivation of digital platforms workers can mediate the relationship between the POS and the consequent variables analyzed here.
Work on digital platforms is a new contingent work modality adopted to meet the needs and requirements of the current labor market. Thus, the present study aims to analyze whether the perceived organisational support (POS) can predict the affective commitment, trust and organizational identification of these workers. As a complement to these relationships, it is also intended to test the moderating role of motivation in these work relationships. A quantitative methodology was used, and an online questionnaire was applied for 271 digital platforms workers operating in the services of food delivery and passenger transport (e.g., Uber, UberEats, Glovo, Bolt) in Portugal. Through the analyses performed, the results showed that (a) the POS is a relevant variable for workers in this work relationship and promotes the development of social exchange relationships, which result in higher levels of affective commitment, trust and organizational identification; (b) intrinsic motivation does not show a moderating effect on previously verified relationships. Mediation analyses were also performed, and it was perceived that the intrinsic motivation of digital platforms workers can mediate the relationship between the POS and the consequent variables analyzed here.
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Keywords
Plataformas digitais Perceção do suporte organizacional Compromisso afetivo Confiança organizacional Identificação organizacional Motivação intrínseca Digital platforms Perceived organisational support Affective commitment Organizational trust Organizational identification Intrinsic motivation