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Advisor(s)
Abstract(s)
Este trabalho tem por base a temática da gestão da idade nas
organizações. O seu objetivo é compreender a relação que os metaestereótipos
e a stereotype threat têm na intenção de abandono de
trabalhadores mais velhos das suas organizações, recorrendo ao uso de uma
metodologia quantitativa. A amostra é constituída por 173 trabalhadores com
50 ou mais anos de idade de diversos setores de atividade. Para o
procedimento de recolha e análise dos dados procedeu-se à utilização de um
questionário e posterior análise no software SPSS 24.0.
Nos resultados verifica-se no caso dos Meta-estereótipos relações
negativas com a Intenção de Saída e Identificação com o Grupo e positiva
associada à Stereotype Threat. Uma outra relação negativa confirma-se na
relação entre a Identificação com o Grupo e a Stereotype Threat. Por sua vez,
confere-se uma relação não significativa entre a Stereotype Threat e a Intenção
de Saída.
As principais conclusões deste estudo alertam-nos para as alterações do
mundo de trabalho e para a urgência em identificar as dificuldades e as
estratégias desenvolvidas pelos trabalhadores/organizações na procura e
manutenção do seu trabalho. Para uma melhor compreensão desta dinâmica
torna-se necessário atentar ao processo ligado aos meta-estereótipos.
This work is based on age management in organizations. The main purpose of this study is to understand the relationship that meta-stereotypes and stereotype threat have on turnover intention of older workers from their organizations using a quantitative method. Sample size was of 173 workers aged 50 or older of different activity sectors. The gathering and analysis of data was done through means of a questionnaire and posterior analysis with SPSS 24.0. The results show a negative correlation between meta-stereotypes and turnover intention and group identification, and a positive correlation associated to stereotype threat. Another negative correlation was found between group identification and stereotype threat. On another note, there was a nonsignificative relationship between stereotype threat and turnover intention. The primary conclusions in this study draw to our attention the changes occurring in the workforce and the need to identify the difficulties and strategies workers/organizations develop to maintain their jobs. To better understand this, it is necessary to further study the process of how meta-stereotypes are established.
This work is based on age management in organizations. The main purpose of this study is to understand the relationship that meta-stereotypes and stereotype threat have on turnover intention of older workers from their organizations using a quantitative method. Sample size was of 173 workers aged 50 or older of different activity sectors. The gathering and analysis of data was done through means of a questionnaire and posterior analysis with SPSS 24.0. The results show a negative correlation between meta-stereotypes and turnover intention and group identification, and a positive correlation associated to stereotype threat. Another negative correlation was found between group identification and stereotype threat. On another note, there was a nonsignificative relationship between stereotype threat and turnover intention. The primary conclusions in this study draw to our attention the changes occurring in the workforce and the need to identify the difficulties and strategies workers/organizations develop to maintain their jobs. To better understand this, it is necessary to further study the process of how meta-stereotypes are established.
Description
Keywords
Gestão da idade Meta-estereótipos Stereotype threat Intenção de abandono Age management Meta-stereotypes Stereotype threat Turnover intention