Palavras-chave
job design
job satisfaction
turnover intentions
Como Citar
Resumo
Os empregados no setor social expressam um elevado nível de satisfação com o seu trabalho; no entanto, a forma como os seus empregos estão organizados pode, por vezes, levá-los a pensar em desistir. Num estudo transversal quantitativo abrangente, foram investigadas as complexas relações entre o desenho do trabalho, a satisfação no trabalho e a intenção de rotatividade dos trabalhadores do setor social. O estudo hipotetizou que o desenho do trabalho prevê significativamente a intenção de um empregado desistir e que a satisfação no trabalho serve como um fator mediador na relação entre o desenho do trabalho e a intenção de desistir. Um total de 105 voluntários do setor social, com idades entre 23 e 65 anos, participaram no estudo. A maioria dos participantes eram mulheres (87,6%) e uma proporção significativa, 33,3%, tinha um diploma do ensino secundário. Utilizando a análise de regressão com bootstrapping, verificou-se que a satisfação no trabalho atua de facto como um mediador independente na relação entre o desenho do trabalho e a intenção de desistir. Os resultados destacam a importância de as organizações do setor social adotarem uma abordagem mais holística ao considerar as características do trabalho e as condições de trabalho. Ao prestar atenção a estes aspetos, as organizações podem entender melhor os fatores que contribuem para a satisfação e retenção dos empregados. Esta perspetiva mais ampla pode ajudar a conceber locais de trabalho que não só atendam às necessidades e expectativas dos empregados, mas também aumentem a sua satisfação geral no trabalho, reduzindo assim a probabilidade de rotatividade. O estudo realça o papel crucial de um desenho de local de trabalho ponderado na manutenção de uma força de trabalho motivada e empenhada no setor social.
Referências
Aeknarajindawat, N., & Jermsittiparsert, K. (2020). Does organization justice influence the organization citizenship behavior, job satisfaction & organization outcomes?. Systematic Reviews in Pharmacy, 11(1), 489-496. https://doi.org/10.5530/srp.2020.1.61
Albrecht, S., Green, C., & Marty, A. (2021). Meaningful work, job resources, and employee engagement. Sustainability, 13(7), 4045. https://doi.org/10.3390/su13074045
Almeida, H., Faísca, L., & Jesus, S. N. (2009). Estrutura factorial da versão portuguesa do Job Diagnostic Survey (JDS): Um estudo confirmatório de validação do instrumento. Psicologia, 23(1), 79-102. https://doi.org/10.17575/rpsicol.v23i1.318
Bargsted, M., Ramírez-Vielma, R., & Yeves, J. (2019). Professional self-efficacy and job satisfaction: The mediator role of work design. Journal of Work and Organizational Psychology, 35, 157-163. https://doi.org/10.5093/jwop2019a18
Bártolo-Ribeiro, R. (2018). Desenvolvimento e validação de uma escala de intenções de saída organizacional. In M. Pereira, I. M. Alberto, J. J. Costa, J. T. Silva, C. P. A. Albuquerque, M. J. S. Santos, M. P. Vilar & T. M. D. Rebelo (Eds), Diagnóstico e Avaliação Psicológica: Atas do 10º Congresso da AIDAP/AIDEP (pp. 378-390). Associação Iberoamericana de Diagnóstico e Avaliação Psicológica (AIDAP-AIDEP)
Böckerman, P., Bryson, A., Kauhanen, A., & Kangasniemi, M. (2020). Does job design make workers happy?. Scottish Journal of Political Economy, 67(1), 31-52. https://doi.org/10.1111/sjpe.12211
Döbler, A.-S., Emmermacher, A., Richter-Killenberg, S., Nowak, J., & Wegge, J. (2022). New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability. German Journal of Human Resource Management, 6(2), 113–147. https://doi.org/10.1177/23970022211029023
Dutschke, G., Jacobsohn, L., Dias, A., & Combadão, J. (2019). The job design happiness scale (JDHS). Journal of Organizational Change Management, 32(7), 709-724. https://doi.org/10.1108/JOCM-01-2018-0035
Ewen, C., Jenkins, H., Jackson, C., Jutley-Neilson, J., & Galvin, J. (2021). Well-being, job satisfaction, stress and burnout in speech-language pathologists: a review. International Journal of Speech-Language Pathology, 23(2), 180-190. https://doi.org/10.1080/17549507.2020.1758210
Fasbender, U., Van der Heijden, B. I., & Grimshaw, S. (2019). Job satisfaction, job stress and nurses’ turnover intentions: The moderating roles of on‐the‐job and off‐the‐job embeddedness. Journal of Advanced Nursing, 75(2), 327-337. https://doi.org/10.1111/jan.13842
Fernandes, J. M. (2016). A Economia Social em Portugal: Necessidades, perspetivas e fontes de financiamento. Grupo do Partido Popular Europeu no Parlamento Europeu. Retrieved from: https://issuu.com/jmfernandes.eu/docs/af_jmf_economia_livro_issu
Fisher, E. A. (2009). Motivation and leadership in social work management: A review of theories and related studies. Administration in Social Work, 33(4), 347–367. https://doi.org/10.1080/03643100902769160
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38, 31–56.
Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. The Academy of Management Review, 32(2), 393-417. https://doi.org/10.2307/20159308
Grant, A. M. (2012). Leading with meaning: beneficiary contact, prosocial impact, and the performance effects of transformational leadership. Academy of Management Journal, 55(2), 458-476. https://doi.org/10.5465/amj.2010.0588
Grant, A. M., & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. The Academy of Management Annals, 3(1), 317–375. https://doi.org/10.1080/19416520903047327
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior & Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7
Hayes, A. F. (2017). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. Guilford Press.
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332–1356. https://doi.org/10.1037/0021-9010.92.5.1332
Informa. (2020, maio). O Setor Social em Portugal. Retrato do Tecido Empresarial. Retrieved from: https://blog.informadb.pt/biblioteca-arquivo
Irabor, I., & Okolie, E. (2019). A Review of employees’ job satisfaction and its affect on their retention. Annals os Spiru Haret University. Economic Series, 19(2), 93-114. https://doi.org/10.26458/1924
Kerdpitak, C., & Jermsittiparsert, K. (2020). The impact of human resource management practices on competitive advantage: mediating role of employee engagement in Thailand. Systematic Reviews in Pharmacy, 11(1), 443-452. https://doi.org/10.5530/srp.2020.1.56
Lauring, J., & Kubovcikova, A. (2022). Delegating or failing to care: Does relationship with the supervisor change how job autonomy affect work outcomes? European Management Review, 1-15. https://doi.org/10.1111/emre.12499
Legislative Decree No. 165-A/2013) Lei nº 13/2013 de 8 de maio da Presidência da República. Diário da República: Série I, nº 18, de 25/01/2013, 515 – 518. Retrieved from: https://data.dre.pt/eli/dec-lei/13/2013/01/25/p/dre/pt/html
Locke, E. A. (1969). What is job satisfaction? Organizational Behavior & Human Performance, 4(4), 309–336. https://doi.org/10.1016/0030-5073(69)90013-0
Matsuo, M., Suzuki, E., Takayama, Y., Shibata, S., & Sato, K. (2021). Influence of striving for work-life balance and sense of coherence on intention to leave among nurses: a 6-month prospective survey. Inquiry, 58, 469580211005192. https://doi.org/10.1177/00469580211005192
Nagpaul, T., Chan-Hoong, L., Chin-Seng, T., Amir, A, Chin, R., &Tan, S. (2022). Exploring job satisfaction and intentions to quit among security officers: the role of work hygiene and motivator factors. Social Sciences 11, 497. https://doi.org/10.3390/socsci11110497
Nancarrow, S., Bradbury, J., Pit, S. W., & Ariss, S. (2014). Intention to stay and intention to leave: Are they two sides of the same coin? A cross-sectional structural equation modelling study among health and social care workers. Journal of Occupational Health, 56(4), 292-300. https://doi.org/10.1539/joh.14-0027-OA
Oliveira, M., Sousa, M., Silva, R., & Santos, T. (2021). Strategy and human resources management in non-profit organizations: Its interaction with open innovation. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 75. https://doi.org/10.3390/joitmc7010075
Pindek, S., Howard, D. J., Krajcevska, A., & Spector, P.E. (2019). Organizational constraints and performance: an indirect effects model. Journal of Managerial Psychology, 79–95. https://doi.org/10.1108/JMP-03-2018-0122
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal Applied Psychology, 88(5), 879–903.
Porter, C. M., & Rigby, J. R. (2021). The turnover contagion process: An integrative review of theoretical and empirical research. Journal of Organizational Behavior, 42(2), 212–228. https://doi.org/10.1002/job.2483
Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140. https://doi.org/10.1080/14330237.2018.1454578
Sarrafoğlu, G. B., & Günsay, M. M. (2020). The effects of organizational justice and organizational silence on job satisfaction and employees’ intention to leave. Journal of Knowledge Economy & Knowledge Management, 15(2), 85–97.
Sharma, P. (2017). Organizational culture as a predictor of job satisfaction: The role of age and gender. Management, 22(1), 35-48. https://doi.org/10.30924/mjcmi/2017.22.1.35
Voigt, E., & Hirst, G. (2015). High and low performers' intention to leave: Examining the relationship with motivation and commitment. The International Journal of Human Resource Management, 26(5), 574–88. https://doi.org/10.1080/09585192.2014.922599
Warr, P., Cook, J., & Wall, T. (1979). Scales for the measurement of some work attitudes and aspects of psychological well-being. Journal of Occupational Psychology, 52(2), 129-148. https://doi.org/10.1111/J.2044-8325.1979.tb00448.x
Este trabalho encontra-se publicado com a Licença Internacional Creative Commons Atribuição-NãoComercial-SemDerivações 4.0.
Direitos de Autor (c) 2025 Liliana Faria, Luís Andrade, Maria Faustino