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A relevância da Liderança inclusiva na redução da intenção de turnover: o papel mediador da coesão de equipa no setor bancário
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Resumo(s)
Num contexto organizacional cada vez mais globalizado e multicultural, o setor bancário
enfrenta o desafio de criar ambientes de trabalho que valorizem a diversidade e promovam
a inclusão. A crescente heterogeneidade das equipas torna essencial uma liderança capaz de
respeitar as diferenças individuais, incentivar a participação de todos e fortalecer o
sentimento de pertença.
O presente estudo tem como objetivo analisar o impacto da liderança inclusiva na intenção
de turnover, bem como compreender o papel mediador da coesão de equipa nesta relação. A
amostra é constituída por 176 colaboradores pertencentes ao setor bancário, que
responderam voluntariamente a um questionário. A investigação seguiu uma metodologia
quantitativa, permitindo a análise das relações entre as variáveis em estudo.
Os resultados demonstram que a liderança inclusiva se relaciona negativamente com a
intenção de turnover e influencia positivamente a coesão de equipa. Verificou-se ainda que
a coesão de equipa está negativamente associada à intenção de turnover, assumindo um papel
mediador na relação entre liderança inclusiva e a intenção de turnover.
Deste modo, esta investigação evidencia que práticas de liderança inclusiva contribuem para
o fortalecimento da coesão das equipas e para a redução da intenção de turnover por parte
dos colaboradores. Assim, a adoção de estilos de liderança inclusivos revela-se benéfico para
as organizações, promovendo a retenção de talento, o bem-estar dos colaboradores e a
eficácia organizacional.
In an increasingly globalised and multicultural organisational context, the banking sector faces the challenge of creating work environments that value diversity and promote inclusion. The growing heterogeneity of teams makes it essential to adopt a leadership approach capable of respecting individual differences, encouraging broad participation, and strengthening employees’ sense of belonging. The present study aims to analyse the impact of inclusive leadership on turnover intention, as well as to examine the mediating role of team cohesion in this relationship. The sample comprises 176 employees from the banking sector who voluntarily responded to a questionnaire. A quantitative research methodology was employed, enabling the analysis of the relationships between the variables under investigation. The results indicate that inclusive leadership is negatively associated with turnover intention and positively influences team cohesion. Furthermore, team cohesion is negatively related to turnover intention and plays a mediating role in the relationship between inclusive leadership and turnover intention. Overall, this research highlights that inclusive leadership practices contribute to strengthening team cohesion and reducing employees’ turnover intention. The adoption of inclusive leadership styles therefore proves beneficial for organisations, fostering talent retention, employee well-being, and organisational effectiveness.
In an increasingly globalised and multicultural organisational context, the banking sector faces the challenge of creating work environments that value diversity and promote inclusion. The growing heterogeneity of teams makes it essential to adopt a leadership approach capable of respecting individual differences, encouraging broad participation, and strengthening employees’ sense of belonging. The present study aims to analyse the impact of inclusive leadership on turnover intention, as well as to examine the mediating role of team cohesion in this relationship. The sample comprises 176 employees from the banking sector who voluntarily responded to a questionnaire. A quantitative research methodology was employed, enabling the analysis of the relationships between the variables under investigation. The results indicate that inclusive leadership is negatively associated with turnover intention and positively influences team cohesion. Furthermore, team cohesion is negatively related to turnover intention and plays a mediating role in the relationship between inclusive leadership and turnover intention. Overall, this research highlights that inclusive leadership practices contribute to strengthening team cohesion and reducing employees’ turnover intention. The adoption of inclusive leadership styles therefore proves beneficial for organisations, fostering talent retention, employee well-being, and organisational effectiveness.
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Liderança inclusiva Coesão de equipa Intenção de turnover Setor bancário