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Publication
O impacto do Employer Branding no Engagement e a Intenção de Turnover na classe profissional dos fisioterapeutas
| Name: | Description: | Size: | Format: | |
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| 2.26 MB | Adobe PDF |
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Abstract(s)
Perante a existência de um mercado competitivo, onde a competitividade por colaboradores
qualificados é intensa, as organizações enfrentam o desafio de atrair e reter colaboradores,
de modo a garantir uma vantagem competitiva no mercado. É neste contexto que surge o
Employer Branding, como uma estratégia que procura atrair colaboradores qualificados.
Este estudo procura evidências sobre a relação entre o Employer Branding, o Engagement
e a Intenção de Turnover em profissionais. Trata-se de um estudo quantitativo destinado a
profissionais de saúde na área da fisioterapia que foram inquiridos por meio de um
questionário, adotando a técnica “snowball”. Os instrumentos de medida utilizados foram
UWES - Utrech Work Engagement Scale, a escala Employer Attractiveness Scale e para a
medição da variável Intenção de Turnover foi utilizada a escala proposta por Bozeman &
Perrewé, (2001).
Os resultados do estudo foram alcançados através da análise de correlações e da aplicação
de modelos de regressão hierárquica linear, concluindo que o Engagement é explicado pelo
Employer Branding e as dimensões “Valor social”, “Valor desenvolvimento” e “Valor
aplicação” são aquelas que apresentam maior impacto no Engagement. Ou seja,
organizações que investem nestes domínios poderão potenciar a sua estratégia de Employer
Branding, transferindo impactos positivos no Engagement dos fisioterapeutas. Conclui-se
ainda que existe um efeito negativo e significativo do Engagement na Intenção de Turnover,
uma vez que quanto mais engajados estiverem os fisioterapeutas, menor será a sua Intenção
de Turnover da organização.
In a competitive market where competition for good employees is intense, organizations face the challenge of attracting and retaining employees in order to ensure a competitive advantage in the market. It is in this context that Employer Branding emerges as strategy that seeks to attract qualified employees. This study seeks evidence on the relationship between Employer Branding, Engagement and the Turnover Intention of professionals. This is a quantitative study aimed at health professionals in the field of physiotherapy, regardless of their place of wor, who were surveyed through a questionnaire, adopting the “snowball” technique. The measurement instruments used were UWES - Utrech Work Engagement Scale, the Employer Attractiveness Scale and the scale proposed by Bozeman & Perrewé, (2001)to measure the Turnover Intention variable. The results of the study were obtained through the analysis of correlations and the application of hierarchical linear regression models, concluding that Engagement is explained by Employer Branding and the dimensions “Social value”, “Development value”, and “Application value” are those that have the greatest impact on Engagement. In other words, organizations that invest in these areas will be able to enhance their Employer Branding strategy, transferring positive impacts Engagement of physiotherapists. It is also concluded that there is a negative and significant effect of Engagement on Turnover Intention, since the more engaged the physiotherapists are, the lower their Turnover Intention will be in the organization.
In a competitive market where competition for good employees is intense, organizations face the challenge of attracting and retaining employees in order to ensure a competitive advantage in the market. It is in this context that Employer Branding emerges as strategy that seeks to attract qualified employees. This study seeks evidence on the relationship between Employer Branding, Engagement and the Turnover Intention of professionals. This is a quantitative study aimed at health professionals in the field of physiotherapy, regardless of their place of wor, who were surveyed through a questionnaire, adopting the “snowball” technique. The measurement instruments used were UWES - Utrech Work Engagement Scale, the Employer Attractiveness Scale and the scale proposed by Bozeman & Perrewé, (2001)to measure the Turnover Intention variable. The results of the study were obtained through the analysis of correlations and the application of hierarchical linear regression models, concluding that Engagement is explained by Employer Branding and the dimensions “Social value”, “Development value”, and “Application value” are those that have the greatest impact on Engagement. In other words, organizations that invest in these areas will be able to enhance their Employer Branding strategy, transferring positive impacts Engagement of physiotherapists. It is also concluded that there is a negative and significant effect of Engagement on Turnover Intention, since the more engaged the physiotherapists are, the lower their Turnover Intention will be in the organization.
Description
Keywords
Employer branding Engagement Intenção de turnover Fisioterapia