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Nova geração no mercado de trabalho : o papel das práticas de recursos humanos na intenção de saída e na conciliação da vida pessoal e profisisonal
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A presente investigação analisa o impacto das práticas de recursos humanos na intenção de saída e na conciliação entre a vida pessoal e profissional dos trabalhadores da Geração Z que estão agora a iniciar a sua carreira profissional. Esta geração, composta por indivíduos nascidos entre 1995 e 2010, caracteriza-se por uma relação distinta com o trabalho, valorizando a flexibilidade, o equilíbrio entre a vida pessoal e profissional, o propósito nas funções desempenhadas e oportunidades contínuas de desenvolvimento. Neste contexto, torna-se fundamental que as organizações adaptem as suas práticas de recursos humanos para responder às expectativas desta nova geração e, simultaneamente, promover a sua retenção. Assim, com base na literatura, partiu-se do pressuposto de que práticas de recursos humanos alinhadas com os valores da Geração Z promovem a retenção e o equilíbrio trabalho-vida pessoal, sendo este analisado através de uma abordagem quantitativa com recurso a um questionário aplicado a jovens profissionais no mercado de trabalho português. Posteriormente, a análise estatística dos dados permitiu explorar as relações entre as variáveis e validar as hipóteses formuladas, tendo os resultados contribuído para uma melhor compreensão dos desafios organizacionais na gestão desta geração, enquanto forneceram recomendações práticas para atrair, motivar e reter talento jovem.
This study examines the impact of human resource practices on turnover intention and the work-life balance of Generation Z employees who are now entering the workforce. This generation, comprising individuals born between 1995 and 2010, is characterised by a distinctive relationship with work, placing high value on flexibility, work-life balance, purposeful roles, and continuous development opportunities. In this context, it becomes essential for organisations to adapt their human resource practices to meet the expectations of this new generation while simultaneously promoting employee retention. Based on the existing literature, it was assumed that well-structured HR practices aligned with Generation Z’s values foster both retention and work-life balance. This assumption was tested through a quantitative approach, using a questionnaire administered to young professionals in the Portuguese labour market. Subsequently, statistical analysis of the data enabled the exploration of relationships between the variables and the validation of the proposed hypotheses. The findings contributed to a deeper understanding of the organisational challenges in managing Generation Z and provided practical recommendations for attracting, motivating, and retaining young talent.
This study examines the impact of human resource practices on turnover intention and the work-life balance of Generation Z employees who are now entering the workforce. This generation, comprising individuals born between 1995 and 2010, is characterised by a distinctive relationship with work, placing high value on flexibility, work-life balance, purposeful roles, and continuous development opportunities. In this context, it becomes essential for organisations to adapt their human resource practices to meet the expectations of this new generation while simultaneously promoting employee retention. Based on the existing literature, it was assumed that well-structured HR practices aligned with Generation Z’s values foster both retention and work-life balance. This assumption was tested through a quantitative approach, using a questionnaire administered to young professionals in the Portuguese labour market. Subsequently, statistical analysis of the data enabled the exploration of relationships between the variables and the validation of the proposed hypotheses. The findings contributed to a deeper understanding of the organisational challenges in managing Generation Z and provided practical recommendations for attracting, motivating, and retaining young talent.
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Geração Z Práticas de recursos humanos Intenção de saída Conciliação vida pessoal-profissional Generation Z Human resource practices Turnover intention Work-life balance
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Without CC licence