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(Des)igualdades de género na conciliação entre a vida profissional e a vida familiar
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| 1.72 MB | Adobe PDF |
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Abstract(s)
Num mundo cada vez mais globalizado torna-se importante aprofundar este tema das (des)igualdades de géneros entre a vida familiar e profissional/pessoal. Este desequilíbrio entre a vida familiar e profissional leva ao aparecimento de conflito entre o trabalho-família e vice-versa, que ocorre essencialmente quando a pressão de uma esfera é transferida para outra (Cui & Li, 2021). Sendo deste modo importante averiguar os antecedentes organizacionais e potenciais consequentes, assim como, a perceção de suporte organizacional e o empenhamento organizacional, de acordo com o modelo de Meyer e Allen (1990). Pois um elevado empenhamento organizacional vai depender também de uma perceção de suporte organizacional positiva. O principal objetivo desta investigação consiste em analisar o (des)equilíbrio entre a vida profissional e pessoal dos adultos ativos residentes em Portugal e perceber se existe relação entre o género e o conflito trabalho-família e família-trabalho. Por outro lado, o objetivo também consistiu em investigar a relação entre o suporte organizacional e o empenhamento organizacional. Neste sentido, testou-se o conflito trabalho-família e família-trabalho; o empenhamento organizacional, as suas três dimensões, bem como a perceção de suporte organizacional através de um questionário online a 409 trabalhadores, entre os 18 e os 84 anos, sendo 75.3% do género feminino. Os resultados do estudo sugerem que não existe uma disparidade entre géneros no que toca ao conflito trabalho-família e conflito família-trabalho, não sendo o género feminino o mais afetado, ao contrário do que muitos estudos demonstram (e.g., Comissão Europeia, 2020). Em contrapartida, verificou-se que os inquiridos demonstraram ter um forte sentimento de pertença à organização onde se encontram a trabalhar devido à perceção de suporte organizacional positiva que acaba por influenciar de forma direta e indireta o empenhamento organizacional
In an increasingly globalized world, it becomes important to deepen this issue of gender inequality between personal and professional life. This imbalance between family and professional life leads to work-family conflict and vice versa, essentially occuring when the pressure from one sphere is transferred to another (Cui & Li, 2021). Therefore, it is important to investigate the organizational antecedents and the potentials consequences, as well such as the perception of organizational support and organizational commitment, according to the model of Meyer and Allen (1990). For a high organizational commitment will also depend on a positive perception of organizational support. The main objective of this investigation is to analise the (in)balance between the professional and personal life of Portuguese active adult residents and to understand if there is a relationship between gender and the work-family and family-work conflict. On the other hand, the objective was also to investigate the relationship between organizational support and organizational commitment. In this sense, the work-family and family-work conflict were tested; organizational commitment and its three dimensions as well as the perception of organizational support through an online questionnaire to 409 workers, between 18 and 84 years old, 75.3% of which were female. The results suggest that there doesn't exist disparity between genders regarding work-family conflict and family-work conflict and the female gender isn't the most affected, contrary to what many studies show (e.g., Comissão Europeia, 2020). In contrast, it was found that the respondents showed a strong feeling of belonging to the organization where they’re working due to the perception of positive organizational support that ends up directly and indirectly influencing organizational commitment.
In an increasingly globalized world, it becomes important to deepen this issue of gender inequality between personal and professional life. This imbalance between family and professional life leads to work-family conflict and vice versa, essentially occuring when the pressure from one sphere is transferred to another (Cui & Li, 2021). Therefore, it is important to investigate the organizational antecedents and the potentials consequences, as well such as the perception of organizational support and organizational commitment, according to the model of Meyer and Allen (1990). For a high organizational commitment will also depend on a positive perception of organizational support. The main objective of this investigation is to analise the (in)balance between the professional and personal life of Portuguese active adult residents and to understand if there is a relationship between gender and the work-family and family-work conflict. On the other hand, the objective was also to investigate the relationship between organizational support and organizational commitment. In this sense, the work-family and family-work conflict were tested; organizational commitment and its three dimensions as well as the perception of organizational support through an online questionnaire to 409 workers, between 18 and 84 years old, 75.3% of which were female. The results suggest that there doesn't exist disparity between genders regarding work-family conflict and family-work conflict and the female gender isn't the most affected, contrary to what many studies show (e.g., Comissão Europeia, 2020). In contrast, it was found that the respondents showed a strong feeling of belonging to the organization where they’re working due to the perception of positive organizational support that ends up directly and indirectly influencing organizational commitment.
Description
Keywords
(Des)igualdades Género Trabalho-família Família-trabalho Empenhamento Suporte organizacional