Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal

Detalhes bibliográficos
Autor(a) principal: Bernardino, Inês Leal
Data de Publicação: 2021
Tipo de documento: Dissertação
Idioma: eng
Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
Texto Completo: http://hdl.handle.net/10071/24191
Resumo: Nowadays, the Portuguese workforce is composed of four generations, which causes challenges in Human Resources Management in terms of attracting, managing and retaining employees since younger generations´ (Generation Y and Z) interests, motivations and needs should coexist with the ones from past generations (Generation X and Baby Boomers). And, it becomes more challenging in the consulting industry because it is an industry that is characterized by having high turnover rates and low employee retention. Therefore, combining these industry characteristics and the Generation Y tendency to change jobs, makes it double challenging for managers to improve employee retention of the Millennial Generation. So, this study focuses on an allusion to the Generation Y´s specifics of employee retention in the consulting industry in Portugal, allowing to draw some conclusions on which factors contribute to Millennials´ job satisfaction and influence their decision to change jobs. Furthermore, based on prior literature research, this dissertation analyzes data collected through a quantitative methodology, allowing to answer the research questions of this study. Therefore, results show that, in order to improve Millennial’s retention in the consulting industry in Portugal, managers should comprehend and study the younger individuals within Generation Y and what are the work characteristics that most contribute to their job satisfaction and influence their decision to change jobs since the Younger Group of Millennials represents the future of the workforce. Only then, it will be possible for managers to concentrate on developing efficient human resources practices and policies for future generations.
id RCAP_642c4dbe4b594320d374b76053cf91b5
oai_identifier_str oai:repositorio.iscte-iul.pt:10071/24191
network_acronym_str RCAP
network_name_str Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
repository_id_str 7160
spelling Millennial generation: An allusion to the specifics of employee retention in the consulting industry in PortugalMillennialsEmployee retentionSatisfação no trabalho -- Job satisfactionTurnover intentionRetenção de talentoIntenção de rotatividadeNowadays, the Portuguese workforce is composed of four generations, which causes challenges in Human Resources Management in terms of attracting, managing and retaining employees since younger generations´ (Generation Y and Z) interests, motivations and needs should coexist with the ones from past generations (Generation X and Baby Boomers). And, it becomes more challenging in the consulting industry because it is an industry that is characterized by having high turnover rates and low employee retention. Therefore, combining these industry characteristics and the Generation Y tendency to change jobs, makes it double challenging for managers to improve employee retention of the Millennial Generation. So, this study focuses on an allusion to the Generation Y´s specifics of employee retention in the consulting industry in Portugal, allowing to draw some conclusions on which factors contribute to Millennials´ job satisfaction and influence their decision to change jobs. Furthermore, based on prior literature research, this dissertation analyzes data collected through a quantitative methodology, allowing to answer the research questions of this study. Therefore, results show that, in order to improve Millennial’s retention in the consulting industry in Portugal, managers should comprehend and study the younger individuals within Generation Y and what are the work characteristics that most contribute to their job satisfaction and influence their decision to change jobs since the Younger Group of Millennials represents the future of the workforce. Only then, it will be possible for managers to concentrate on developing efficient human resources practices and policies for future generations.Atualmente, o mercado de trabalho é composto por quatro gerações, trazendo desafios em termos de atração, gestão e retenção de talento, uma vez que as motivações e necessidades das gerações mais novas (Geração Y e Z) devem coexistir com as mesmas das gerações passadas (Geração X e Baby Boomers). E torna-se ainda mais desafiante no setor de consultoria porque é um setor caracterizado por ter altas taxas de rotatividade e baixa retenção de talento. Deste modo, combinar as características deste setor com a tendência constante da Geração Y de mudar de emprego torna-se um duplo desafio para as organizações. Assim, este estudo centra-se nas especificidades da retenção de talento da Geração Y no setor de consultoria em Portugal, permitindo concluir sobre quais os fatores que contribuem para a sua satisfação profissional e os que influenciam a sua decisão de mudar de emprego. Adicionalmente, com base na pesquisa bibliográfica prévia e através de uma metodologia quantitativa, esta dissertação analisa os dados e responde às questões de investigação deste estudo. Resultados mostram que, para melhorar a retenção de talento da Geração Y no setor de consultoria em Portugal, os gestores devem perceber e estudar os indivíduos mais jovens da Geração Y, nomeadamente, as características que mais contribuem para a sua satisfação profissional e as que influenciam a sua decisão de mudar de emprego, visto que estes representam o futuro do mercado de trabalho. Só assim, será possível para os gestores desenvolver práticas e políticas eficientes para as próximas gerações.2022-01-20T10:37:17Z2022-01-04T00:00:00Z2022-01-042021-10info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10071/24191TID:202841219engBernardino, Inês Lealinfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T18:00:08Zoai:repositorio.iscte-iul.pt:10071/24191Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:31:48.604928Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse
dc.title.none.fl_str_mv Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
title Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
spellingShingle Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
Bernardino, Inês Leal
Millennials
Employee retention
Satisfação no trabalho -- Job satisfaction
Turnover intention
Retenção de talento
Intenção de rotatividade
title_short Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
title_full Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
title_fullStr Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
title_full_unstemmed Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
title_sort Millennial generation: An allusion to the specifics of employee retention in the consulting industry in Portugal
author Bernardino, Inês Leal
author_facet Bernardino, Inês Leal
author_role author
dc.contributor.author.fl_str_mv Bernardino, Inês Leal
dc.subject.por.fl_str_mv Millennials
Employee retention
Satisfação no trabalho -- Job satisfaction
Turnover intention
Retenção de talento
Intenção de rotatividade
topic Millennials
Employee retention
Satisfação no trabalho -- Job satisfaction
Turnover intention
Retenção de talento
Intenção de rotatividade
description Nowadays, the Portuguese workforce is composed of four generations, which causes challenges in Human Resources Management in terms of attracting, managing and retaining employees since younger generations´ (Generation Y and Z) interests, motivations and needs should coexist with the ones from past generations (Generation X and Baby Boomers). And, it becomes more challenging in the consulting industry because it is an industry that is characterized by having high turnover rates and low employee retention. Therefore, combining these industry characteristics and the Generation Y tendency to change jobs, makes it double challenging for managers to improve employee retention of the Millennial Generation. So, this study focuses on an allusion to the Generation Y´s specifics of employee retention in the consulting industry in Portugal, allowing to draw some conclusions on which factors contribute to Millennials´ job satisfaction and influence their decision to change jobs. Furthermore, based on prior literature research, this dissertation analyzes data collected through a quantitative methodology, allowing to answer the research questions of this study. Therefore, results show that, in order to improve Millennial’s retention in the consulting industry in Portugal, managers should comprehend and study the younger individuals within Generation Y and what are the work characteristics that most contribute to their job satisfaction and influence their decision to change jobs since the Younger Group of Millennials represents the future of the workforce. Only then, it will be possible for managers to concentrate on developing efficient human resources practices and policies for future generations.
publishDate 2021
dc.date.none.fl_str_mv 2021-10
2022-01-20T10:37:17Z
2022-01-04T00:00:00Z
2022-01-04
dc.type.status.fl_str_mv info:eu-repo/semantics/publishedVersion
dc.type.driver.fl_str_mv info:eu-repo/semantics/masterThesis
format masterThesis
status_str publishedVersion
dc.identifier.uri.fl_str_mv http://hdl.handle.net/10071/24191
TID:202841219
url http://hdl.handle.net/10071/24191
identifier_str_mv TID:202841219
dc.language.iso.fl_str_mv eng
language eng
dc.rights.driver.fl_str_mv info:eu-repo/semantics/openAccess
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.source.none.fl_str_mv reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
instacron:RCAAP
instname_str Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
instacron_str RCAAP
institution RCAAP
reponame_str Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
collection Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
repository.name.fl_str_mv Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação
repository.mail.fl_str_mv
_version_ 1799134879552634880