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Advisor(s)
Abstract(s)
Dado o envelhecimento da população ativa, torna-se relevante perceber de que forma
os estereótipos negativos e as perceções dos trabalhadores mais velhos influenciam
o mundo organizacional e os seus resultados. Objetivo: pretendeu-se com esta
investigação perceber as relações entre as práticas de gestão de recursos humanos,
o work engagement e a intenção de saída dos trabalhadores mais velhos em
organizações do setor secundário nacional. Procedimentos e participantes: para
testar as hipóteses da investigação utilizou-se um questionário online. A análise foi
realizada através do Statistical Package for Social The Sciences, versão 21. A amostra
é constituída por 181 trabalhadores, 95 do género masculino e 86 do feminino.
Resultados: os trabalhadores mais velhos denotam níveis mais baixos de perceção
de provisão das práticas que os mais novos. Observa-se ainda a relação positiva entre
as práticas de gestão de recursos humanos para trabalhadores mais velhos com o
work engagement e com a intenção de saída. Por fim, confirmou-se que o work
engagement não influencia a intenção de saída. Estes resultados alertam as
organizações para a utilidade do investimento na implementação de práticas de
gestão de recursos humanos uma vez que estas parecem estar associadas a níveis
de engagement mais elevado e a retenção dos trabalhadores mais velhos.
Given the aging of the active population, it becomes relevant to realize how negative stereotypes and perceptions of older workers influence the organizational world and its outcome. Objective: this study aimed to understand the relationship between human resources practices, work engagement and older workers turnover intention in national secondary sector organizations. Procedures and participants: an online questionnaire was used to test the hypothesis of the investigation. The analysis was performed trought the Statistical Package for the Social Sciences, version 21. The sample consists of 181 workers, 95 males and 86 females. Results: older workers show lower levels of perception of practices provision than younger ones. It is also observed the positive relationship between human resources practices for older workers with work engagement and with turnover intention. Finally, it was confirmed that the work engagement doesn´t influence the turnover intention. These results alert organizations to the usefulness of investment in the implementation of human resources practices since they apper to be associated with higher levels of engagement and continuity of older workers.
Given the aging of the active population, it becomes relevant to realize how negative stereotypes and perceptions of older workers influence the organizational world and its outcome. Objective: this study aimed to understand the relationship between human resources practices, work engagement and older workers turnover intention in national secondary sector organizations. Procedures and participants: an online questionnaire was used to test the hypothesis of the investigation. The analysis was performed trought the Statistical Package for the Social Sciences, version 21. The sample consists of 181 workers, 95 males and 86 females. Results: older workers show lower levels of perception of practices provision than younger ones. It is also observed the positive relationship between human resources practices for older workers with work engagement and with turnover intention. Finally, it was confirmed that the work engagement doesn´t influence the turnover intention. These results alert organizations to the usefulness of investment in the implementation of human resources practices since they apper to be associated with higher levels of engagement and continuity of older workers.
Description
Keywords
Trabalhadores mais velhos Práticas de gestão de recursos humanos Engagement no trabalho Intenção de saída Older workers Human resources practices Work engagement Turnover intention