Juliana Barreiros Porto

Felicidade no Trabalho: Relações com Suporte Organizacional e Suporte Social

The objective of the present study was to test the impact of organizational and social support on well-being at work. To achieve this, the well-being construct included the concepts of affect, accomplishment experience and work-related personal experience. A total of 403 employees of a public organization in the Brazilian Federal District responded to the Work Well-Being Scale, and to the Perceived Organizational Support Scale. The former evaluates the positive and negative emotions towards at work, as well as the personal accomplishment at work. The latter includes a social support factor and four other factors relating to organizational support: performance management, workload, material support, and work growth, promotion and salary. Data were analyzed with the use of multiple regression, and the results indicated that organizational support and social support have a direct impact on well-being. Performance management was the main predictor for positive affect, and for accomplishment at work. Workload was the main predictor of negative work affect. The implications and limitations of the study are discussed.

Unraveling the Mystery of Brazilian Jeitinho A Cultural Exploration of Social Norms

Two studies explore the structure and psychological makeup of jeitinho, a Brazilian indigenous construct associated with problem-solving strategies in strong hierarchies. Study 1 used a scenario approach with nonstudent participants and demonstrated that jeitinho can be described by a three-dimensional structure: corruption, creativity, and social norm breaking. Study 2 used individual and social norm scenarios in nonstudent samples and demonstrated that moral leniency is associated with more corruption and social norm breaking. Furthermore, only in the personal but not the social norm condition was greater social dominance orientation associated with more corruption and social norm breaking. Jeitinho is not a monolitical construct, but it is a complex sociocultural strategy that has distinct functional components at the personal and normative levels. Theoretical advances in the understanding of social norms and indigenous psychology by examining both culture-specific and general social-psychological processes are outlined.

O impacto dos valores organizacionais no estresse ocupacional: um estudo com professores de ensino médio

Este estudo teve como objetivo identificar o poder preditivo dos valores organizacionais sobre o nivel de estresse ocupacional entre docentes do ensino medio. Utilizaram-se a escala de estresse no trabalho e o inventario de perfis dos valores organizacionais. Participaram da pesquisa 321 professores. A analise fatorial para estresse apontou para dois fatores, e o escalonamento multidimensional do inventario de valores organizacionais indicou 5 tipos motivacionais: etica e preocupacao com a coletividade; dominio, prestigio e realizacao; autonomia e bem-estar; conformidade; e tradicao. A regressao multipla sugere que quanto mais o professor percebe valores organizacionais de autonomia e bem-estar e etica e preocupacao com a coletividade, menos ele relata estresse ocupacional. Atividades fisicas e licencas medicas tambem apresentaram impacto. Concluiu-se que os valores organizacionais influenciam significativamente o estresse ocupacional e que a gestao da cultura organizacional pode melhorar o nivel de estresse.

Desenvolvimento e validação da escala de civismo nas organizações

Organizational civism is an organizational behavior that enables organizational effectiveness. Organizational civism are spontaneous behaviors that favor organizational system. Most of the instruments used to measure these behaviors have deficiencies in their reliability or in the operationalization of the construct. The purpose of this study was to develop and validate a scale of organizational civism behavior intention. The instrument was responded by 1110 employees of various organizations from the Federal District of Brazil. A factorial analysis was performed using the Paf method with Oblimim rotation. The results indicated five factors with Cronbachs alpha higher than 0.80. It is suggested a second order structure and the limitations of the use of scales are discussed. The validation of this scale was established and it may be used in research and organizational interventions as well.Um crescente interesse pelo estudo do civismo nas organizacoes tem sido observado pela sua importância para sobrevivencia e alcance da efetividade organizacional. Civismo nas organizacoes sao atos espontâneos dos trabalhadores que beneficiam o sistema organizacional. Os instrumentos utilizados para medir esses comportamentos, na sua maioria, tem apresentado falhas devido a confusao sobre o conceito ou deficiencia nos coeficientes de precisao. Constituiu-se objetivo deste trabalho desenvolver e validar um instrumento de medida de intencao comportamental de civismo nas organizacoes. O instrumento foi aplicado em 1110 funcionarios de diversas organizacoes do Distrito Federal. Os dados obtidos foram submetidos a analises fatoriais utilizando-se o metodo Paf com rotacao obliqua. Os resultados indicaram 5 fatores com alfa de Cronbach superior a 0,80. Ha indicacao de uma estrutura de segunda ordem e sao discutidas as limitacoes do uso da escala. Conclui-se que a validacao da escala foi devidamente estabelecida e que esta pode ser utilizada em pesquisa e, mesmo, para diagnostico organizacional.

Escala revisada de Valores relativos ao Trabalho - EVT-R

Os valores do trabalho sao os principios que guiam a vida do individuo no trabalho. No Brasil, uma escala que ja foi amplamente utilizada em pesquisas e a Escala de Valores relativos ao Trabalho (EVT). O objetivo do primeiro estudo foi realizar o teste confirmatorio da estrutura empirica da escala. Uma amostra de 790 profissionais respondeu ao instrumento. Os resultados apontaram a adequacao do modelo, mas a representacao dos tipos motivacionais foi limitada. Para suprir esta lacuna, a escala foi revisada e validada no segundo estudo. A nova escala foi aplicada em uma amostra de 412 trabalhadores. Os resultados da analise fatorial e do escalonamento multidimensional apontam que houve melhoras significativas na estrutura empirica da escala. As implicacoes sao discutidas.

What Kinds of Value Motives Guide People in Their Moral Attitudes? The Role of Personal and Prescriptive Values at the Culture Level and Individual Level:

Opinions about moralized issues are arguably one of the most difficult issues in interpersonal dialogues given that they can result in intolerance and prejudicial behavior toward those with divergent moral beliefs. Recent research has shown that moral attitudes vary not only depending on the individual’s characteristics but also as a function of culture. Individuals from individualistic-oriented cultures exhibit more lenient judgments toward moralized issues than those from collectivistic-oriented cultures. What is unclear to date is what kinds of cultural value motives underlie these attitudes—Are they driven only by intrinsic value motives (personal values) or also by extrinsic value motives (prescriptive values in the form of societal expectations about what should be valued)? The cultural press to conform is arguably stronger if moral attitudes are predicted by the latter. Participants from eight countries (N = 1,456) responded to a questionnaire containing a modified version of the Schwartz Value Survey assessing personal and prescriptive values. The results showed that personal value ratings of openness-to-change versus conservation at the culture and individual levels were predictive of individuals’ moral attitudes consistent with previous findings. Prescriptive value ratings of openness-to-change versus conservation also predicted individuals’ moral attitudes, but only at the aggregated culture level. This suggests that the prescriptive values concept is a truly group-level phenomenon and that attitudes toward moralized issues are guided by cultural values with normative qualities. We discuss the implications for intercultural contact situations.

Comportamento proativo nas organizações: o efeito dos valores pessoais

Proactive behavior is a set of extra role behaviors in which the worker spontaneously seeks for change in his work environment, solves and anticipates problems, aiming long-term goals that benefit the organization. This paper investigates the relationship between personal values and proactive behavior in organizations. A survey was conducted using the Personal Values Questionnaire and the Proactive Behavior in Organizations Scale, both validated in Brazil. After outlier deletion, 325 employees answered the questionnaire. The linear multivariate regression pointed to a significant prediction of values, and indicated a positive relationship between the motivational types of stimulation (B= 0,205, p<0,01) and universalism/benevolence (B=0,302, p<0,01) with proactive behaviors, and a negative relationship with the motivational type of tradition (B= -0,189, p<0,01). The results were in accordance with the literature revised. Implications for future studies are discussed.Proactive behavior is a set of extra role behaviors in which the worker spontaneously seeks for change in his work environment, solves and anticipates problems, aiming long-term goals that benefit the organization. This paper investigates the relationship between personal values and proactive behavior in organizations. A survey was conducted using the Personal Values Questionnaire and the Proactive Behavior in Organizations Scale, both validated in Brazil. After outlier deletion, 325 employees answered the questionnaire. The linear multivariate regression pointed to a significant prediction of values, and indicated a positive relationship between the motivational types of stimulation (B= 0,205, p<0,01) and universalism/benevolence (B=0,302, p<0,01) with proactive behaviors, and a negative relationship with the motivational type of tradition (B= -0,189, p<0,01). The results were in accordance with the literature revised. Implications for future studies are discussed.

Bem-estar no trabalho: um estudo sobre suas relações com clima social, coping e variáveis demográficas

The current study has as its main goal to identify the influence demographic variables, social climate and coping have on work well-being. Towards this end, we used scales of work well-being composed by three factors: self-fulfillment, negative and positive affects, and social climate, all adapted to the organizational context and composed by the factors of innovation, performance, recognition, autonomy, and coping as composed by control, escape and management. A sample of 2,483 employees from a Religious educational organization took part in this research, which corresponds to 58% of the organizations population. As observed, age and education levels positively influence the variation of work well-being. Correlation and regression analysis show that all social climate factors influence work well-being; in particular, autonomy presented a moderate to high positive correlation, and recognition with work well-being and the factors innovation and performance showed the strongest correlations. Factors of coping-appraisal focus and emotion focus had stronger impact on the results. The conclusion is that social climate and mastering coping have meaningful roles for predicting work well-being. Limitations of this paper are the fact that data were collected by the organization and the study was done in only one organization.

O efeito de valores pessoais nas atitudes perante estilos de liderança

Segun la teoria de valores humanos, valores son metas transituacionales que guian la vida del individuo y se organizan en 10 tipos motivacionales: logro, poder, seguridad, conformidad, tradicion, benevolencia, universalismo, autodireccion, estimulacion y hedonismo. Son constructos abstractos que pueden influenciar otros mas especificos, como actitudes, esas definidas como tendencias psicologicas en evaluar una entidad particular con algun nivel de favorabilidad. El objetivo de esta pesquisa fue mensurar el efecto de los valores en las actitudes de los individuos en relacion a los estilos de liderazgo transformacional y transaccional. El primer consiste en inspirar a los subordinados y conducirlos a transcender sus intereses personales por la organizacion. El segundo esta basado en negociar cambios y punir rendimientos abajo del esperado. Participaron de esta pesquisa 324 profesionales de la ciudad de Brasilia, 88,5% de organizaciones publicas, 76% hombres, con edad media de 33,36 anos (DE = 8,67). Fueron administrados la version reducida del cuestionario de perfiles de valores personales (PQ21), la escala de Marlowe-Crowne para la deseabilidad social y la escala de actitudes relativas a estilos de liderazgo. Los analisis indicaron que los dos tipos de actitudes estaban positivamente relacionados, aunque aquel relativo al liderazgo transformacional tenga obtenido mayores indices de favorabilidad. La actitud relativa al estilo transformacional tuvo correlaciones positivas con universalismo, benevolencia y autodireccion y negativas con poder, logro y tradicion. Por otro lado, la actitud relativa al estilo transaccional tuvo correlaciones positivas con autodireccion y negativas con poder, logro y tradicion. En la regresion jerarquica para el liderazgo transformacional, una vez controladas las variables sociodemograficas y la deseabilidad social, la inclusion de los valores ha aumentado en 0,17 el R2. Universalismo, poder, tradicion y hedonismo fueron predictores significativos de esta actitud. Para el liderazgo transaccional, el cambio en el R2 fue de 0,06, sin contribucion significativa de ningun valor en especifico. Los resultados indican que la actitud relativa al liderazgo transformacional sufre mas influencia de valores, lo que abre caminos para administradores interesados en promover este tipo de liderazgo. Se sugiere la replicacion de la pesquisa en otros contextos y con la inclusion de la variable comportamiento gerencial.According to Human Values Theory, values are transituational goals that guide our lives. They can be organized in 10 motivational types: achievement, power, security, conformity, tradition, benevolence, universalism, self-direction, stimulation and hedonism. As abstract constructs, they can influence other more specific constructs, such as attitudes, which are psychological tendencies to evaluate a particular entity with some degree of favorability. This study aimed to measure the effect of values on attitudes toward transformational and transactional leadership styles. The primer consists in inspiring subordinates and stimulating them to go beyond self-interest in favor of organizational well-being. The latter focuses on negotiating exchanges and punishing performances above expectations. A sample of 324 professionals from the city of Brasilia has answered the questionnaire, 88.5% from public organizations, 76% male, with average age of 33.36 years (SD = 8.67). Personal values were measured with the reduced version of the Portraits Questionnaire (PQ21), social desirability with Marlowe-Crowne scale and attitudes with the scale of attitudes toward leadership styles. Results indicate that the two types of attitude were positively related, although the one toward transformational style had more favorable responses. Attitude towards transformational style had a positive relationship with universalism, benevolence and self-direction and negative relationship with power, achievement and tradition. On the other hand, attitude toward transactional style related positively with self-direction and negatively with power, achievement and tradition. Hierarchical regression for transformational leadership showed that, after controlling for socio-demographic variables and social desirability, the inclusion of values caused an increase of 0.17 in the R2. Universalism, power, tradition and hedonism were significant predictors of this attitude. In contrast, for transactional leadership, R2 change was of 0.06. There was no significant contribution of any specific value. In general, results indicate that the attitude toward transformational leadership style is more influenced by values, pointing directions to managers interested in promoting this kind of leadership. We would recommend replicating this research in other contexts and including actual management behavior as a variable.Segundo a teoria dos valores humanos, valores sao metas transituacionais norteadoras da vida do individuo e se agrupam em dez tipos motivacionais: realizacao, poder, seguranca, conformidade, tradicao, benevolencia, universalismo, autodeterminacao, estimulacao e hedonismo. Trata-se de construtos abstratos que podem influenciar outros mais especificos, como atitudes, entendidas como tendencias psicologicas em avaliar uma entidade particular com algum grau de favorabilidade ou desfavorabilidade. O objetivo deste estudo foi mensurar o efeito dos valores nas atitudes dos individuos em relacao aos estilos de lideranca transformacional e transacional. O primeiro estilo e caracterizado por inspirar os liderados e leva-los a transcender o proprio interesse pelo bem da organizacao. Ja o segundo baseia-se em negociar trocas e punir desempenhos aquem do esperado. Um questionario foi aplicado a 324 profissionais da cidade de Brasilia, sendo 88,5% de orgaos publicos, 76% homens, com idade media de 33,36 anos (DP = 8,67). Valores pessoais foram mensurados com a versao reduzida do questionario de perfis de valores pessoais (PQ21), a desejabilidade social com a escala de Marlowe-Crowne e as atitudes com a escala de atitudes perante estilos de lideranca. Analises apontaram que as duas atitudes estavam positivamente relacionadas, embora aquela ante a lideranca transformacional tenha obtido maiores indices de favorabilidade. A atitude perante o estilo transformacional teve correlacao positiva com universalismo, benevolencia e autodeterminacao, e negativa com poder, realizacao e tradicao. Ja a atitude ante o estilo transacional relacionou-se positivamente com autodeterminacao e negativamente com poder, realizacao e tradicao. Na regressao hierarquica para a lideranca transformacional, apos controle de variaveis sociodemograficas e da desejabilidade social, a inclusao dos valores trouxe mudanca no R2 de 0,17, e universalismo, poder, tradicao e hedonismo foram preditores significativos dessa atitude. Ja para a lideranca transacional, a mudanca no R2 foi de 0,06, nao havendo contribuicao significativa de nenhum valor em especifico. No geral, os resultados indicam que a atitude perante a lideranca transformacional e mais influenciada por valores, apontando caminhos para gestores interessados em promover esse estilo de lideranca. Sugere-se a replicacao do estudo em outros contextos e com a inclusao da variavel comportamento gerencial.

Happiness at Work: Organizational Values and Person-Organization Fit Impact

Malgrado la cantidad de investigaciones sobre el ajuste persona-organizacion (PO), poca investigacion empirica ha utilizado las teorias de valores aplicadas a los niveles individuales y organizacionales. Este estudio incorpora la literatura de ajuste PO, las teorias de valores de Schwartz y de bienestar laboral de Warr para evaluar el efecto del ajuste de valores PO sobre la felicidad laboral. Con una muestra de 145 cuestionarios recogidos en una organizacion militar fueron realizadas regresiones cuadraticas jerarquicas y analisis de superficie de regresiones polinomiales en nivel individual. Valores organizacionales revelaron relacion curvilinea con felicidad, y los valores individuales moderan esa relacion (R2 = 0,25; p < 0,01). Adicionalmente, la concordancia entre niveles mas altos de valores han promovido mayor felicidad laboral (0,07 ≥ R2 ≤ 0,18; p < 0,05). La conclusion es que el ajuste PO de valores afecta a la felicidad laboral, apoyando la analogia de las vitaminas de Warr.Apesar da quantidade de pesquisas sobre compatibilidade individuo-organizacao (IO), ha carencia de estudos utilizando teorias de valores aplicaveis aos niveis do individuo e da organizacao. Neste estudo adotou-se a literatura de compatibilidade IO, a teoria de valores de Schwartz e a analogia das vitaminas de Warr para avaliar o efeito da compatibilidade de valores IO na felicidade no trabalho. Com uma amostra de 145 questionarios coletados em uma organizacao militar, foram realizadas regressoes quadraticas hierarquicas e analises da superficie da regressao polinomial no nivel individual. Valores organizacionais revelaram relacao curvilinear com felicidade no trabalho, sendo essa relacao moderada pelos valores individuais (R2 = 0,25; p < 0,01). Adicionalmente, concordância entre elevados niveis de valores promoveram maiores niveis de felicidade no trabalho (0,07 ≥ R2 ≤ 0,18; p < 0,05). Conclui-se que compatibilidade IO entre valores afeta a felicidade no trabalho, obtendo-se suporte para a analogia das vitaminas de Warr.