A influência das hierarquias na satisfação dos colaboradores: um estudo de caso sobre a cultura e o clima no setor bancário no norte do país
Miniatura indisponível
Data
2017
Autores
Título da revista
ISSN da revista
Título do Volume
Editora
Resumo
Este trabalho de investigação analisa a influência das hierarquias na satisfação dos colaboradores. É um estudo de caso sobre a cultura e o clima no sector bancário no Norte do País, apostando numa abordagem exploratória acerca da satisfação dos colaboradores em relação ao local onde trabalham. Em linha com as ciências comportamentais nas organizações e tendo a Gestão de Recursos Humanos como uma área disciplinar da Gestão, nunca perdendo um fio condutor aparentado com as Ciências Sociais em geral, trata-se de uma pesquisa que tem como objeto teórico a satisfação no e com o trabalho e que coloca, igualmente, em destaque e em perspetiva a temática da Cultura (sendo a variável Clima subsequente), aportando as emergentes contribuições nestas matérias e ajustando-as a um contexto tão competitivo como difícil que é o do setor bancário (pelas implicações económicas, financeiras e sociais que acarreta). A aposta no Norte de Portugal e a amostra não preditiva (apesar de relativamente significativa) consubstanciam este panorama de complexidade. A metodologia para aferir alguns pressupostos teórico-práticos é a metodologia quantitativa (não obstante de neste caso não ser probabilística), por se adaptar de modo mais sensível aos constrangimentos e vicissitudes inerentes a um estudo desta natureza. O instrumento utilizado é o questionário, que tem como objetivo recolher informações sobre o clima e a cultura organizacionais dos colaboradores nas instituições onde trabalham, sempre com a temática da (in)satisfação laboral como pano de fundo, mantendo o seu carácter transversal nesta tese. Foram investigadas duas hipóteses: as hierarquias afetam decisivamente o grau de satisfação dos colaboradores (hipótese 1) e o salario é um fator determinante para a satisfação dos colaboradores (hipótese 2).
Segundo Lakatos & Marconi (1995) as hipóteses são possíveis e provisórias em relação às questões de investigação e tornam-se também ferramentas de pesquisa.Nesta abordagem de índole dissertativa de alcance exploratório, as hipóteses e questões colocadas apenas se cifraram como referências pendulares e estruturais na aplicação prática e empírica das prerrogativas teóricas e respetivas indagações. Os resultados demonstram, de forma geral e parcelar, que as hipóteses que foram colocadas não são infirmadas.
This research analyzes the influence of hierarchies in employee satisfaction. It is a case study of the culture and the climate in the banking sector in the north of the country, focusing on an exploratory approach on employee satisfaction in relation to where they work. In line with the behavioral sciences in organizations and with the Human Resources Management as a subject area of management, never losing a thread related to the social sciences in general, it is a search that has as it’s theoretical object the satisfaction in and with the job and that also focuses and puts in perspective the Culture theme (with Climate as the subsequent variable), bringing the emerging contributions in these areas and adjusting them to an environment as competitive and difficult as it is the banking sector (by the economic, financial and social implications that it entails). The bet in northern Portugal and the not predictive sample (although relatively significant) embody this outlook of complexity. The methodology to assess some theoretical and practical assumptions is the quantitative methodology (regardless of, in this case, not being probabilistic), by adapting more sensitively to the constraints and vicissitudes inherent in such a study. The instrument used is the questionnaire, which aims to collect information about the climate and the organizational culture of employees in the institutions where they work, always with the theme of job (dis)satisfaction as a background, maintaining its transversal nature in this thesis. Two hypotheses were investigated: the hierarchies decisively affect the degree of employee satisfaction (hypothesis 1) and the salary is a determinant factor in employee satisfaction (hypothesis 2). According to Lakatos & Marconi (1995) the hypotheses are possible and provisional in relation to research questions and also become research tools. In this essay and exploratory approach, hypotheses and questions only amount as commuting and structural references in practical and empirical application of the theoretical prerogatives and respective inquiries. The results show, in a general and fragmented way, that the hypotheses that were placed but not confirmed.
This research analyzes the influence of hierarchies in employee satisfaction. It is a case study of the culture and the climate in the banking sector in the north of the country, focusing on an exploratory approach on employee satisfaction in relation to where they work. In line with the behavioral sciences in organizations and with the Human Resources Management as a subject area of management, never losing a thread related to the social sciences in general, it is a search that has as it’s theoretical object the satisfaction in and with the job and that also focuses and puts in perspective the Culture theme (with Climate as the subsequent variable), bringing the emerging contributions in these areas and adjusting them to an environment as competitive and difficult as it is the banking sector (by the economic, financial and social implications that it entails). The bet in northern Portugal and the not predictive sample (although relatively significant) embody this outlook of complexity. The methodology to assess some theoretical and practical assumptions is the quantitative methodology (regardless of, in this case, not being probabilistic), by adapting more sensitively to the constraints and vicissitudes inherent in such a study. The instrument used is the questionnaire, which aims to collect information about the climate and the organizational culture of employees in the institutions where they work, always with the theme of job (dis)satisfaction as a background, maintaining its transversal nature in this thesis. Two hypotheses were investigated: the hierarchies decisively affect the degree of employee satisfaction (hypothesis 1) and the salary is a determinant factor in employee satisfaction (hypothesis 2). According to Lakatos & Marconi (1995) the hypotheses are possible and provisional in relation to research questions and also become research tools. In this essay and exploratory approach, hypotheses and questions only amount as commuting and structural references in practical and empirical application of the theoretical prerogatives and respective inquiries. The results show, in a general and fragmented way, that the hypotheses that were placed but not confirmed.
Descrição
Orientação: Ricardo Manuel Magarinho Bessa Moreira
Palavras-chave
MESTRADO EM GESTÃO, GESTÃO, SATISFAÇÃO PROFISSIONAL, CULTURA ORGANIZACIONAL, CLIMA ORGANIZACIONAL, ESTUDOS DE CASO, SETOR BANCÁRIO, MANAGEMENT, PROFESSIONAL SATISFACTION, ORGANIZATIONAL CULTURE, ORGANIZATIONAL CLIMATE, CASE STUDIES, BANKING SECTOR, PORTUGAL