Helenides Mendonça

Burnout em professores universitários: impacto de percepções de justiça e comprometimento afetivo

This study aimed to analyze the mediational power of the affective organizational commitment in the relation among the perceptions of distributive, procedural, and interactional justice and burnout. Participants were 233 university professors. The following instruments were used: Maslach Burnout Inventory, Organizational Justice Perception Scale, and Organizational Commitment Questionnaire. We analyzed the mediational power of commitment in the relation between perception of justice and burnout, from a hierarchical regression. The mediational power of commitment was confirmed in the relationship between the perceptions of distributive justice and exhaustion. It can be concluded that the perceptions of injustice in the form of resource distribution may lead university professors to exhaustion, which might be more likely to happen if there is lack of commitment.

Diferenças de gênero e valores relativos ao trabalho

Este estudo investiga as diferencas no estabelecimento das prioridades axiologicas laborais e a satisfacao das metas motivacionais relacionadas ao trabalho em relacao ao genero. Participaram 178 universitarios de diversos cursos que responderam os instrumentos de forma coletiva e presencial em sala de aula. Como medida utilizou-se duas escalas de valores relativos ao trabalho: uma sobre prioridade atribuida a metas motivacionais (alphas entre 0,81 e 0,88) e outra sobre a satisfacao de tais metas (alphas entre 0,86 e 0,95). Os dados analisados, utilizando-se da tecnica estatistica ANOVA, demonstraram que as mulheres priorizam valores laborais de autonomia intelectual e criatividade; e priorizam, mais que os homens, seguranca e ordem na vida. Nao foram identificadas diferencas significativas entre genero e satisfacao dos valores laborais. Esses resultados sao discutidos ressaltando-se a ideia de uma caracterizacao especifica de genero no mundo do trabalho, possibilitando a convivencia com principios e metas motivacionais paradoxais.This study investigates the differences in establishing axiological work priorities and satisfaction with work-related goals in relation to gender. The participants were 178 undergraduate students from different programs who fi lled out the instruments in classroom. Two scales of work-related values were used: one about the level of priority given to work-related motivational goals (alphas between 0.81 and 0.88), and the other about the level of satisfaction of such goals (alphas between 0.86 and 0.95). Data analyzed through the statistic technique ANOVA revealed that women give priority to work values such as intellectual autonomy and creativity, and more than men, they give priority to security and order in life. Signifi cant differences were not found between gender and satisfaction of work values. These results are discussed highlighting the idea of a specifi c characterization of gender in the world of work, which enables the co-existence of paradoxical principles and motivational goals.

Escala para avaliação de estressores psicossociais no contexto laboral: construção e evidências de validade

The present study reports the development and psychometric parameters of the Evaluation of Psychosocial Stressors in the Labour Context Scale. Exploratory factor analysis conducted in Study 1 with data from 630 employees (females = 51.5%; mean age = 32.77; SD = 10.33) suggested a seven-factor structure for the 35 items, with good internal consistency indicators for all subscales. The seven-factor structure was supported with confirmatory factor analysis in another sample of 305 employees (44.3% females, mean age = 43.62; SD = 12.36) in Study 2. The correlations between the seven factors and both negative affects towards work and job satisfaction were overall consistent with predictions. This study provides initial evidence of validity and internal consistency for the new scale. The study concludes by recommending further psychometric tests of the scale as well as its future use for diagnosis and research.

(In)satisfação dos valores laborais e estresse: análise de um modelo moderacional

The present study aimed to test an empirical model that investigates the moderating effect of age and hierarchical level on the relationship between dissatisfaction with work values and psychological stress. Two instruments were applied to a sample of 220 workers: The Work Values Scale and the psychological stress dimension of the General Health Questionnaire of Goldberg. Multiple regression analysis revealed that psychological stress was positively correlated to dissatisfaction with value realization, whereas the moderation of the age variable showed that, for younger people, the relationship between stress and dissatisfaction with the prestige value was negative. Therefore, the striving of younger people to gain authority, to achieve professional success and power of influence at work make them more prone to stress. In the discussion we take the limits and contributions of this study into consideration.

Innovation in Organizations: Main Research Results and Their Practical Implications

Innovation may refer to a new product or service, a new production process technology, a new structure or management system, or a new plan or program developed by the members of the organization. Among the various categories of innovation, three have drawn more attention from organizational scholars: managerial and technical, products and processes, and radical and incremental. This chapter aims to define innovation and discuss the key attributes associated with it, at the individual, group, and organizational levels. The association between culture and innovation is also discussed based on the results of major research in the field. Lastly, the chapter addresses the main drivers of innovation development and concludes with a discussion on the implications of such knowledge for the management of attributes associated with innovation. Implications for academics and managers are discussed, as well as directions on possible interventions.

Creativity at Work: Trends and Perspectives

In face of a growing demand for new creations in the increasingly competitive corporate world, creativity has been a prominent theme in organizations. This chapter reviews national and international literature on this subject. Initially, the concept of creativity is discussed from the individual perspective to the organizational perspective. Following, the main models of analysis are presented, as well as the psychological theories that have been used to understand this complex phenomenon. Subsequently, training programs are presented that illustrate real actions that can be undertaken with the aim of fostering creativity. In conclusion, an integrative and potentializing model of creativity at work is proposed, which was built on the basis of empirical evidence and can be used as a management tool.

The Changing Context and the Organizational Justice Impact on the Employee Well-Being

The context of organizational change may affect the well-being, namely when this change generate unfairness perceptions on employees. The aim of this study was to investigate the influence of the organizational change context on the perception of organizational justice and well-being. We proposed a mediation model of perceived organizational justice between the context of organizational change and well-being. A cross-sectional quantitative study was conducted with 731 public employees in the energy sector. Participants answered three instruments which evaluate organizational change context, justice perception and well-being. Factorial analyses and regression analysis were performed in order to test the psychometric qualities of the scale and the mediation model, respectively. The results indicate that the relationship between context and welfare perception is mediated by justice perceptions. This study contributes to research on reactions to organizational change and its impacts on individuals, highlighting the influence of perceived justice on the affective outcomes of organizational change.

Diferencias de género y valores relativos al trabajo

Este estudo investiga as diferencas no estabelecimento das prioridades axiologicas laborais e a satisfacao das metas motivacionais relacionadas ao trabalho em relacao ao genero. Participaram 178 universitarios de diversos cursos que responderam os instrumentos de forma coletiva e presencial em sala de aula. Como medida utilizou-se duas escalas de valores relativos ao trabalho: uma sobre prioridade atribuida a metas motivacionais (alphas entre 0,81 e 0,88) e outra sobre a satisfacao de tais metas (alphas entre 0,86 e 0,95). Os dados analisados, utilizando-se da tecnica estatistica ANOVA, demonstraram que as mulheres priorizam valores laborais de autonomia intelectual e criatividade; e priorizam, mais que os homens, seguranca e ordem na vida. Nao foram identificadas diferencas significativas entre genero e satisfacao dos valores laborais. Esses resultados sao discutidos ressaltando-se a ideia de uma caracterizacao especifica de genero no mundo do trabalho, possibilitando a convivencia com principios e metas motivacionais paradoxais.This study investigates the differences in establishing axiological work priorities and satisfaction with work-related goals in relation to gender. The participants were 178 undergraduate students from different programs who fi lled out the instruments in classroom. Two scales of work-related values were used: one about the level of priority given to work-related motivational goals (alphas between 0.81 and 0.88), and the other about the level of satisfaction of such goals (alphas between 0.86 and 0.95). Data analyzed through the statistic technique ANOVA revealed that women give priority to work values such as intellectual autonomy and creativity, and more than men, they give priority to security and order in life. Signifi cant differences were not found between gender and satisfaction of work values. These results are discussed highlighting the idea of a specifi c characterization of gender in the world of work, which enables the co-existence of paradoxical principles and motivational goals.

Differences of gender and work-related values

Este estudo investiga as diferencas no estabelecimento das prioridades axiologicas laborais e a satisfacao das metas motivacionais relacionadas ao trabalho em relacao ao genero. Participaram 178 universitarios de diversos cursos que responderam os instrumentos de forma coletiva e presencial em sala de aula. Como medida utilizou-se duas escalas de valores relativos ao trabalho: uma sobre prioridade atribuida a metas motivacionais (alphas entre 0,81 e 0,88) e outra sobre a satisfacao de tais metas (alphas entre 0,86 e 0,95). Os dados analisados, utilizando-se da tecnica estatistica ANOVA, demonstraram que as mulheres priorizam valores laborais de autonomia intelectual e criatividade; e priorizam, mais que os homens, seguranca e ordem na vida. Nao foram identificadas diferencas significativas entre genero e satisfacao dos valores laborais. Esses resultados sao discutidos ressaltando-se a ideia de uma caracterizacao especifica de genero no mundo do trabalho, possibilitando a convivencia com principios e metas motivacionais paradoxais.This study investigates the differences in establishing axiological work priorities and satisfaction with work-related goals in relation to gender. The participants were 178 undergraduate students from different programs who fi lled out the instruments in classroom. Two scales of work-related values were used: one about the level of priority given to work-related motivational goals (alphas between 0.81 and 0.88), and the other about the level of satisfaction of such goals (alphas between 0.86 and 0.95). Data analyzed through the statistic technique ANOVA revealed that women give priority to work values such as intellectual autonomy and creativity, and more than men, they give priority to security and order in life. Signifi cant differences were not found between gender and satisfaction of work values. These results are discussed highlighting the idea of a specifi c characterization of gender in the world of work, which enables the co-existence of paradoxical principles and motivational goals.