Livia de Oliveira Borges

A estrutura fatorial dos atributos valorativos e descritivos do trabalho: um estudo empírico de aperfeiçoamento e validaçäo de um questionário

The study aims at improving the comprehension of the factor structure of value (what it must be) and descriptive (what it is) attributes of work, and the betterment of the measuring instrument of these facets of the meaning of work. It was de developed with 622 workers, in a dwelling building firm and two supermarket chains in the Federal District of Brazil. These workers took part in the study, submitted to the application of the Work Meaning Inventory and interviews. The results consist of two distinct factor structures of the attributes of values and description. The first with five factors: Social Exigencies, Work Justice, Physical Effort and No-Humanization, Personal Realization, and Familiar and Personal Survival. The second, with four factors: Success and Personal Realization, Work Justice, Familiar and Personal Survival, and Mental Load. Second order factor analysis has shown that the main idea, which agglutinates the values attributes, is the social function of work, while among the description attributes is the hardness of work.

Os valores organizacionais e a Síndrome de Burnout: dois momentos em uma maternidade pública

Previous studies have shown that the association between the incidence of Burnout Syndrome and organizational values (values attributed by employees to organizations on ideal and real levels). In this context, in 2003, a research at a public day-care center was developed, replicating a previous one accomplished in 2000, with the objective to compare the results. The Inventory of Organizational Values and the Maslasch Burnout Inventory were applied with the samples of 48 health professionals. Interviews were applied too. The results indicate that a reduction of differences between ideal and real levels of organizational values occur, notably in the equalitarian pole. These results associate to changes on organizational management. Levels of burnout were stable among health professionals. The association between organizational values of the day-care center and Burnout Syndrome change, but it is refuted by the tension from issues concerning the increase of workload and wages.

A mensuração da motivação e do significado do trabalho

Measuring motivation and work meaning. The article presents a questionnaire that was elaborated to measure components of the work meaning – value and descriptive attributes – and of the work motivation – valence, expectancy and instrumentality – and it relates the research that intended to evaluate their psychometric conditions and to explore also the relationship of the two phenomena. The research was developed in Natal though a sample of 642 participants (487 health professionals, and 155 employees of a bank). Applied factor was applied to each component of the phenomena and coefficients were estimated for identified factors. It was found that the questionnaire presents satisfactory measuring conditions. Employees of bank and health professionals obtained similar scores in the factors of value attributes, but they differed meaningfully in the scores of the factors of descriptive attributes. The motivational force mean of complete sample coincide with the median, but the employees of bank are less motivated, which is probably associated to the questions of work organization and the reduction in number of jobs.

Estratégias de coleta de dados com trabalhadores de baixa escolaridade

Um olhar para as pesquisas desenvolvidas no campo da Psicologia Organizacional e do Trabalho no Brasil aponta que os pesquisadores optam por estudar categorias ocupacionais cujos trabalhadores sao mais instruidos. Tal realidade minimiza as possibilidades de generalizacao e de aplicacao dos resultados. Alguns pesquisadores, entretanto, insistem em focalizar as categorias mais desfavorecidas e concentradoras de pessoas com baixa escolaridade. Que opcoes metodologicas realizam? Quais instrumentos usam? Com o objetivo de trazer respostas a estas questoes, foram levantadas as tecnicas de coleta de dados utilizadas pelos pesquisadores. O uso de questionario estruturado e viabilizado como tecnica de coleta de dados, na qual se recorre ao uso de gradacoes de tonalidades de cores em substituicao as escalas tradicionais. Por fim, apresenta-se uma proposta baseada na combinacao de tecnicas. A divulgacao da proposta pode contribuir para enfrentar o desafio da relevância social e da generalizacao dos resultados das pesquisas.

A Transição da Universidade ao Mercado de Trabalho na Ótica do Jovem

The objective of the present study is to contribute for the deepening of the understanding on the specific young groups experience in relation to the transition University-work market. An empirical analysis through a transversal split of two segments of young people (those graduating and recent graduates) was done, according to their University level. Among the analysis results, based on the interviews of 20 young people, it was noted that similarities predominate between the two groups about aspects of the transition from the University to the work market, difficulties and ease in acquiring employment, evaluation of the University and the work market, the image of the profession and future job prospects. Such similarities suggest that the training period spent by these individuals before becoming professionals with a higher education would do well to include a more realistic vision of the work market and a more critical evaluation of the University at this crucial moment in the life of a young person in transition.

Re-building and validation of the oRganizational socialization inventoRy

The research was planned to re-building and evaluating the validity of a questionnaire about organizational socialization to public functionaries. The point of starting was a questionnaire, whose validity was already tested ago, confronting it with the new literature. This literature indicated an emphasis in behaviors of pro-activity and in the access to information. To re-build the items of Organizational Socialization Inventory, the language of public functionaries was explored in interviews of antecedent research. The items were re-built to measure eight hypothetic factors of organizational socialization: competence, proactivity, qualification, organizational objectives and values, organizational history, politics, language domain, and integration with people. The new instrument has 54 items and it was applied to 903 public functionaries in two institutions. The answers to questionnaire were submit to a factor analysis (principal axis-factoring with direct oblimin rotation) and seven factors were found: Access to Information (α = 0,78; r2 = 0,24); Competence and Pro-activity (α = 0,81; r2 = 0,06); integration with people (α = 0,81; r2 = 0,06); un-integration to organization (α = 0,70; r2 = 0,04); Professional Qualification (α = 0,71; r2 = 0,03); Organizational Objectives and Values (α = 0,81; r2 = 0,03), and Language and Tradition (α = 0,83; r2 = 0,03). The factorial structure corroborates partially the set of hypothetic factors and suggests that the questionnaire present satisfactory validity and consistence, and that it is better than the prior available questionnaire.

Síndrome de burnout no setor de transporte de Natal

Recognizing the importance that the work environment has on the mental health, the objective of this study was to investigate the relationship between the burnout syndrome and the sources of physical and emotional exhaustion in the urban public transport system in the city of Natal. The research was carried out with 412 professional drivers and moneychangers of two enterprises. To collect the data, two questionnaires and a social-demographic form were applied. The first questionnaire, developed and validated during the research, evaluated the sources of burnout, while the second questionnaire evaluated the factors of the referred syndrome. The results showed the prevalence of the burnout syndrome and that the main source of emotional and physical exhaustion that predicts it is a factor about conflicts of values and lack of equity at the workplace.