influência do plano de benefícios na motivação, na felicidade no trabalho e no bem-estar dos colaboradores : um estudo de caso
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A relação entre empresas e colaboradores pode ser entendida como uma troca recíproca, na qual a organização depende do trabalho dos colaboradores para alcançar objetivos, enquanto estes precisam do emprego e dos benefícios para atender às suas necessidades. Nesse contexto, a motivação emerge como um fator crucial para o sucesso organizacional. Este estudo tem como objetivo principal analisar a influência do plano de benefícios e da perceção sobre a liderança na motivação, felicidade e bem-estar no trabalho dos colaboradores. Pretende-se, adicionalmente, compreender de que forma um plano de benefícios bem estruturado e uma liderança de apoio podem impactar a satisfação e o ambiente organizacional. Para tal, recorreu-se a uma metodologia quantitativa, através da aplicação de um questionário individual aos colaboradores de uma empresa, para aferir o impacto destas variáveis. Os resultados da análise estatística confirmam a existência de relações positivas e significativas entre liderança, bem-estar, felicidade, motivação e o plano de benefícios. A liderança, em particular, demonstra um forte impacto no bem-estar e uma relação moderada com as restantes variáveis. Por sua vez, o bem-estar apresenta a associação mais robusta com a felicidade. Estes resultados demonstram que, para além de um plano de benefícios competitivo, uma liderança eficaz é fundamental para promover o bem-estar e a felicidade, servindo como um pilar estratégico para a gestão de pessoas e a melhoria do ambiente organizacional.
The relationship between companies and employees can be understood as a reciprocal exchange, in which the organization depends on employees' work to achieve its goals, while employees need their jobs and benefits to meet their needs. In this context, motivation emerges as a crucial factor for organizational success. This study's main objective is to analyze the influence of the benefits plan and the perception of leadership on employee motivation, happiness at work, and well-being. Additionally, it aims to understand how a well-structured benefits plan and supportive leadership can impact satisfaction and the organizational environment. To this end, a quantitative methodology was used, applying an individual questionnaire to a company's employees to assess the impact of these variables. The statistical analysis results confirm the existence of positive and significant relationships between leadership, well-being, happiness, motivation, and the benefits plan. Leadership, in particular, shows a strong impact on well-being and a moderate relationship with the remaining variables. In turn, well-being has the most robust association with happiness. These results demonstrate that, beyond a competitive benefits plan, effective leadership is fundamental to promoting well-being and happiness, serving as a strategic pillar for people management and the improvement of the organizational environment.
The relationship between companies and employees can be understood as a reciprocal exchange, in which the organization depends on employees' work to achieve its goals, while employees need their jobs and benefits to meet their needs. In this context, motivation emerges as a crucial factor for organizational success. This study's main objective is to analyze the influence of the benefits plan and the perception of leadership on employee motivation, happiness at work, and well-being. Additionally, it aims to understand how a well-structured benefits plan and supportive leadership can impact satisfaction and the organizational environment. To this end, a quantitative methodology was used, applying an individual questionnaire to a company's employees to assess the impact of these variables. The statistical analysis results confirm the existence of positive and significant relationships between leadership, well-being, happiness, motivation, and the benefits plan. Leadership, in particular, shows a strong impact on well-being and a moderate relationship with the remaining variables. In turn, well-being has the most robust association with happiness. These results demonstrate that, beyond a competitive benefits plan, effective leadership is fundamental to promoting well-being and happiness, serving as a strategic pillar for people management and the improvement of the organizational environment.