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Abstract(s)
Encontramo-nos numa fase em que coexistem diferentes gerações de profissionais e em que acompanhamos a ascensão dos Millennials no mercado de trabalho. Assim, torna-se necessário não só entender as características desta geração de forma a dar resposta às suas necessidades e interesses, mas também facilitar a sua adaptação aos contextos de trabalho. Vários estudos já identificaram as necessidades e interesses desta geração no que diz respeito à vida profissional, entretanto também é importante perceber se as organizações têm procurado e conseguido adaptar-se a essas novas necessidades enquanto empregadoras de três gerações em simultâneo – Baby Boomers, Geração X e Millennials. Com esta investigação pretende-se compreender melhor o ajustamento organizacional dos Millennials ao mercado de trabalho em Portugal, a partir das perceções dos próprios Millennials enquanto profissionais. Foram avaliados o Compromisso Organizacional, a Satisfação no Trabalho e a Intenção de Permanecer na Organização – enquanto dimensões do Ajustamento Organizacional, a partir da influência dos Tipos de Contrato de Trabalho e Tempo de Permanência na Empresa. Dos resultados encontrados, constata-se que as relações laborais construídas a partir de contratos de trabalho sem termo, que oferecem maior estabilidade, não implicam num maior compromisso, satisfação ou intenção de permanecer para a geração dos Millennials. Da mesma forma, estar há mais tempo na organização e ter, portanto, maior estabilidade laboral, não traz necessariamente maiores níveis de compromisso, satisfação e intenção de permanecer na organização.
We find ourselves at a stage in which different generations of professionals coexist, and in which we have been able to follow the rise of the Millennials in the job market. Therefore, it is necessary not only to understand this generation’s characteristics in order to answer its needs and interests, but also to facilitate its adaptation to the work context. Several studies have already identified the needs and interests of this generation with regard to their professional lives. However, it is also important to consider if organizations have been willing and able to adapt to these new necessities while employers of three generations simultaneously – Baby Boomers, Generation X and Millennials. Our goal with this investigation is to better understand the organisational adjustment of the Millennials to the job market in Portugal, based on their own perception as professionals. We have evaluated three facets of organisational adjustment – Organisational Commitment, Job Satisfaction and the Intention of Remaining at the Organisation – in response to the influence of the Types of Work Contract and the Time of Employment. Given the results, we concluded that labour relations built from open-ended contracts, which offer greater stability, do not imply greater commitment, satisfaction nor intention of remaining at the organisation for the Millennials. Accordingly, having more time of employment, and thus having greater work stability, is not aligned with bigger levels of commitment, satisfaction or the intention of remaining at the organisation.
We find ourselves at a stage in which different generations of professionals coexist, and in which we have been able to follow the rise of the Millennials in the job market. Therefore, it is necessary not only to understand this generation’s characteristics in order to answer its needs and interests, but also to facilitate its adaptation to the work context. Several studies have already identified the needs and interests of this generation with regard to their professional lives. However, it is also important to consider if organizations have been willing and able to adapt to these new necessities while employers of three generations simultaneously – Baby Boomers, Generation X and Millennials. Our goal with this investigation is to better understand the organisational adjustment of the Millennials to the job market in Portugal, based on their own perception as professionals. We have evaluated three facets of organisational adjustment – Organisational Commitment, Job Satisfaction and the Intention of Remaining at the Organisation – in response to the influence of the Types of Work Contract and the Time of Employment. Given the results, we concluded that labour relations built from open-ended contracts, which offer greater stability, do not imply greater commitment, satisfaction nor intention of remaining at the organisation for the Millennials. Accordingly, having more time of employment, and thus having greater work stability, is not aligned with bigger levels of commitment, satisfaction or the intention of remaining at the organisation.
Description
Keywords
Millennials Mercado de trabalho Ajustamento organizacional Gestão de recursos humanos Labor market Organisational adjustment Human resources management