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Authors
Advisor(s)
Abstract(s)
Esta dissertação visa estudar os Benefícios Não-Monetários e os Fatores Psicossociais (proxies para o Salário Emocional) e a sua relação com a Intenção de Saída, através da Motivação Extrínseca e Employee Empowerment dos colaboradores.
Este estudo foi desenvolvido com base nos dados obtidos através do questionário online dirigido aos colaboradores da empresa Siemens, S.A., tendo sido obtidas 55 respostas válidas. A análise foi realizada através do método partial least squares structural equational modeling (PLS-SEM), usando o Smart-PLS.
Os resultados do presente estudo mostram que os Benefícios Não-Monetários estão positivamente associados à Motivação Extrínseca e a Employee Empowerment, enquanto os Fatores Psicossociais estão positivamente associados a Employee Empowerment. Os resultados apresentam ainda relações negativas entre o Employee Empowerment e a Motivação Extrínseca, a Motivação Extrínseca e a Intenção de Saída e Employee Empowerment e Intenção de Saída.
This dissertation aims to study Non-Monetary Benefits and Psychosocial Factors (proxies for Emotional Salary) and their relationship with Intention to Leave through Extrinsic Motivation and Employee Empowerment of employees. This study was based on data obtained through an online questionnaire addressed to employees of Siemens, S.A., with 55 valid responses. The analysis was carried out using the partial least squares structural equational modelling (PLS-SEM), using Smart-PLS. The results of this study show that Non-Monetary Benefits are positively associated with Extrinsic Motivation and Employee Empowerment, while Psychosocial Factors are positively associated with Employee Empowerment. The results also show negative relationships between Employee Empowerment and Extrinsic Motivation, Extrinsic Motivation and Intention to Leave, and Employee Empowerment and Intention to Leave.
This dissertation aims to study Non-Monetary Benefits and Psychosocial Factors (proxies for Emotional Salary) and their relationship with Intention to Leave through Extrinsic Motivation and Employee Empowerment of employees. This study was based on data obtained through an online questionnaire addressed to employees of Siemens, S.A., with 55 valid responses. The analysis was carried out using the partial least squares structural equational modelling (PLS-SEM), using Smart-PLS. The results of this study show that Non-Monetary Benefits are positively associated with Extrinsic Motivation and Employee Empowerment, while Psychosocial Factors are positively associated with Employee Empowerment. The results also show negative relationships between Employee Empowerment and Extrinsic Motivation, Extrinsic Motivation and Intention to Leave, and Employee Empowerment and Intention to Leave.
Description
Mestrado em Gestão e Empreendedorismo
Keywords
Salário emocional Benefícios não-monetários Fatores psicossociais Motivação Empowerment Intenção de saída Colaboradores Emotional salary Non-monetary benefits Psychosocial factors Motivation Exit intention Employees
Citation
Pombinho, M. L. (2023) O estudo sobre o salário emocional e os fatores psicosociais numa empresa multinacional. [Dissertação de mestrado, Instituto Superior de Contabilidade e Administração de Lisboa]. Repositório Científico do Instituto Politécnico de Lisboa. http://hdl.handle.net/10400.21/17474