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Abstract(s)
O apoio organizacional à conciliação entre a vida profissional e familiar tem conquistado
destaque a nível internacional e, em particular, na União Europeia. Apesar dos avanços
da literatura científica na identificação de fatores pessoais, sociais e estruturais
importantes a essa conciliação, é ainda necessário efetuar um levantamento de práticas
implementadas a nível organizacional para apoiar a gestão dos papéis profissionais e
familiares dos colaboradores. O presente estudo qualitativo tem por objetivo conhecer
perspetivas de responsáveis por Recursos Humanos quanto às práticas de conciliação
trabalho-família/família-trabalho. A partir de um método de amostragem não
probabilístico bola de neve, oito responsáveis por Recursos Humanos, maioritariamente
do sexo feminino (62.5%), com idades entre 34 e 59 anos (M = 42.13. DP = 10.13),
responderam a um Questionário de Caracterização Sociodemográfica e Socioprofissional,
bem como a uma entrevista semiestruturada. Através da análise temática, foi possível
identificar oito temas de primeiro nível - motivos de preocupação com a conciliação
trabalho-família; práticas idealizadas; práticas efetivadas; papel dos Recursos Humanos;
consequências das práticas; apoios à implementação das práticas; obstáculos; e
organização ideal – aprofundados, por sua vez, em temas de segundo e terceiro nível.
Discutem-se os resultados com base na literatura e conclui-se que seria importante, no
futuro, continuar a investigar este tema com amostras de maior dimensão e através de
estudos transculturais.
Organizational support for the conciliation of work and family life has conquered attention at an international level and, particularly, in the European Union. Despite advances of the scientific literature identifying personal, social, and structural factors of these life-roles conciliation, the recognition of practices implemented in organizations to support the conciliation of employees' professional and family roles is still needed. This qualitative study aims to understand the perspectives of human resources responsible professionals regarding work-family/family-work conciliation practices. Using a nonprobabilistic snowball sampling method, eight heads of human resources, mostly female (62.5%), aged between 34 and 59 years (M = 42.13, SD = 10.13) completed a Sociodemographic and Social-professional questionnaire, as well as a semi-structured interview. Through the thematic analysis, eight first-level themes were identified – reasons of concern with work-family balance; idealized practices; implemented practices; role of Human Resources; consequences from practices; support for the implementation of practices; obstacles; and ideal organization – which in turn are deepened in secondand third-order levels. Results are discussed based on the literature and one can conclude that it would be important to keep studying this topic in the future, considering larger samples and through cross-cultural studies.
Organizational support for the conciliation of work and family life has conquered attention at an international level and, particularly, in the European Union. Despite advances of the scientific literature identifying personal, social, and structural factors of these life-roles conciliation, the recognition of practices implemented in organizations to support the conciliation of employees' professional and family roles is still needed. This qualitative study aims to understand the perspectives of human resources responsible professionals regarding work-family/family-work conciliation practices. Using a nonprobabilistic snowball sampling method, eight heads of human resources, mostly female (62.5%), aged between 34 and 59 years (M = 42.13, SD = 10.13) completed a Sociodemographic and Social-professional questionnaire, as well as a semi-structured interview. Through the thematic analysis, eight first-level themes were identified – reasons of concern with work-family balance; idealized practices; implemented practices; role of Human Resources; consequences from practices; support for the implementation of practices; obstacles; and ideal organization – which in turn are deepened in secondand third-order levels. Results are discussed based on the literature and one can conclude that it would be important to keep studying this topic in the future, considering larger samples and through cross-cultural studies.
Description
Keywords
Relação trabalho-família/família-trabalho Práticas de conciliação Responsáveis de recursos humanos Organizações Work-family/family-work relationship Conciliation practices Human resources Organizations