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Abstract(s)
A presente investigação tem como objetivo analisar a relação entre o Work-Life Balance e a Satisfação no Trabalho, tendo como papel moderador a Pertença Geracional, sendo que esta última engloba as gerações: Baby Boomer, X e Y (Millennials). Assim, foi realizado um estudo quantitativo, com uma amostra constituída por 216 indivíduos, cujos critérios de participação passaram por estarem integrados no mercado de trabalho, com idades entre 20 e 66 anos. A recolha de dados foi realizada via online, utilizando-se um questionário, com uma parte relativa aos dados sociodemográficos e outra acerca do Work-Life Balance (Hayman, 2005, adaptada do instrumento de Fisher-McAulley et al., 2003) e da Satisfação no Trabalho (Meliá & Peiró, 1989, adaptado para a população portuguesa por Ferreira et al., 2010). Os resultados obtidos confirmam a primeira hipótese deste estudo, ou seja, que o Work- Life Balance prediz positivamente a Satisfação no Trabalho. Contudo, não confirmam a segunda hipótese, relativa à existência de um efeito moderador da Pertença Geracional na relação entre as outras duas variáveis. Posto isto, a investigação revela a sua pertinência ao analisar temáticas bastante atuais para o mercado de trabalho vigente, destacando as necessidades das diversas gerações em equilibrar os papéis profissionais e pessoais.
The present investigation aims to analyze the relationship between Work-Life Balance and Job Satisfaction, with Generational Belonging as a moderating role, the latter encompassing the generations: Baby Boomer, X and Y (Millennials). Thus, a quantitative study was carried out, with a sample consisting of 216 individuals, whose participation criteria involves being integrated into the job market, aged between 20 and 66 years old. Data collection was carried out online, using a questionnaire, with a part related to sociodemographic data and another part about Work-Life Balance (Hayman, 2005, adapted from Fisher-McAulley et al., 2003) and the Job Satisfaction (Meliá & Peiró, 1989, adapted for the portuguese population by Ferreira et al., 2010). The results obtained confirm the first hypothesis of this study, in other words, that Work- Life Balance positively predicts Job Satisfaction. However, they do not confirm the second hypothesis, regarding the existence of a moderating effect of Generational Belonging in the relationship between the other two variables. That being said, the investigation reveals its relevance by analyzing very current issues for the current job market, highlighting the needs of different generations in balancing professional and personal roles.
The present investigation aims to analyze the relationship between Work-Life Balance and Job Satisfaction, with Generational Belonging as a moderating role, the latter encompassing the generations: Baby Boomer, X and Y (Millennials). Thus, a quantitative study was carried out, with a sample consisting of 216 individuals, whose participation criteria involves being integrated into the job market, aged between 20 and 66 years old. Data collection was carried out online, using a questionnaire, with a part related to sociodemographic data and another part about Work-Life Balance (Hayman, 2005, adapted from Fisher-McAulley et al., 2003) and the Job Satisfaction (Meliá & Peiró, 1989, adapted for the portuguese population by Ferreira et al., 2010). The results obtained confirm the first hypothesis of this study, in other words, that Work- Life Balance positively predicts Job Satisfaction. However, they do not confirm the second hypothesis, regarding the existence of a moderating effect of Generational Belonging in the relationship between the other two variables. That being said, the investigation reveals its relevance by analyzing very current issues for the current job market, highlighting the needs of different generations in balancing professional and personal roles.
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Keywords
Work-Life balance Satisfação no trabalho Baby boomer Geração X Job satisfaction Millennials Generation X