Lucia Barbosa de Oliveira

Antecedentes e consequências dos conflitos entre trabalho e família

The work-family interface has attracted the attention of researchers over the past three decades (Greenhaus, 2008). Changes in the world of work and a growing concern about the balance between personal and professional lives have contributed to increased interest in the topic. Drawing on a sample of 296 workers with higher education, hypotheses were tested based on the model proposed by Anderson, Coffey and Byerly (2002). First, we evaluated the impact organizational policies (schedule flexibility and dependent care benefits) and informal practices (manager support and perceived career consequences) have on the work-to-family conflict (WFC) and family-to-work conflict (FWC). We also tested hypotheses concerning the consequences of these conflicts, specifically job satisfaction, turnover intentions, stress and absenteeism. The results indicated that manager support helps reduce WFC, whereas perceived career consequences tend to promote it. Regarding the consequences of such conflicts, we found significant impacts on job satisfaction, stress and turnover intentions, but not on absenteeism.

Desigualdade de gênero no trabalho: reflexos nas atitudes das mulheres e em sua intenção de deixar a empresa

RESUMO As relacoes de genero no universo do trabalho ainda sao marcadas por importantes assimetrias, especialmente quando se trata do nivel salarial e do acesso a posicoes de maior responsabilidade dentro das organizacoes. Neste estudo, procura-se investigar se a percepcao de desigualdade na distribuicao e nos criterios de alocacao de recompensas aplicados as mulheres influencia sua satisfacao com o trabalho e sua identificacao com a organizacao em que atuam. Alem disso, verifica-se se o sentido do trabalho modera os efeitos da percepcao de desigualdade de genero sobre as atitudes das mulheres, intensificando-o entre aquelas para as quais a orientacao para o trabalho esta mais centralmente vinculada a sua identidade. No estudo, analisam-se essas relacoes em uma amostra de 172 mulheres com nivel de instrucao superior completo, que atuam na cidade do Rio de Janeiro em diversos tipos de organizacoes e em diferentes segmentos de mercado. Os resultados observados sugerem que a percepcao de desigualdade tem impacto negativo sobre as atitudes das mulheres com relacao a seu emprego e as organizacoes que as empregam; o sentido do trabalho apresenta os efeitos moderadores teorizados; e, por meio de seus efeitos sobre as atitudes das mulheres, a percepcao de desigualdade afeta significativamente sua intencao de deixar a empresa.

The Effects of High Performance Work Systems and Leader-Member Exchange Quality on Employee Engagement: Evidence from a Brazilian Non-Profit Organization

Abstract The field of strategic human resource management (SHRM) is mainly concerned with the development of HRM systems that create value to the organization and its internal customers. In this paper, we evaluate the effects of high performance work systems (HPWS) and leader-member exchange (LMX) quality on employee engagement, and also the relationship between employee engagement and turnover intention. The research involved 189 employees of a nonprofit Brazilian organization. Results from hierarchical multiple regression analyses showed that HPWS and LMX quality have a positive and significant effect on employee engagement. It was also shown that engagement has a negative and significant effect on employees’ turnover intention. Implications of these findings are discussed.

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

Abstract In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.

The Challenges of First-time Management: A Study with Young Managers

The transition into a first management position is often marked by great challenges, which can be even greater when the new manager is young and has little personal and professional experience. Thus, the purpose of this exploratory study was to investigate the challenges faced in this transition and the ways found to overcome them. The job demands-resources model (JD-R model; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) served as a conceptual base for the research, conducted among 15 new managers who assumed their positions by 29 yearsold. The results showed that most of the challenges are related to managing subordinates. As for the ways or resources used to face such challenges, participants highlighted on-the-job experience, previous life experience albeit limited by their age, and relationships with current and former managers, friends, peers or the team itself. Very few new managers had formal support from their organization during the transition. Finally, from the participants’ experiences it was possible to identify five ideal types, based on the relationship between the complexity of the situation and the difficulties felt by the new manager, taking into account the mobilization of different resources.

Gender inequality at work: reflections on the attitudes of women and on their intention of leaving the company

As relacoes de genero no universo do trabalho ainda sao marcadas por importantes assimetrias, especialmente quando se trata do nivel salarial e do acesso a posicoes de maior responsabilidade dentro das organizacoes. Neste estudo, procura-se investigar se a percepcao de desigualdade na distribuicao e nos criterios de alocacao de recompensas aplicados as mulheres influencia sua satisfacao com o trabalho e sua identificacao com a organizacao em que atuam. Alem disso, verifica-se se o sentido do trabalho modera os efeitos da percepcao de desigualdade de genero sobre as atitudes das mulheres, intensificando-o entre aquelas para as quais a orientacao para o trabalho esta mais centralmente vinculada a sua identidade. No estudo, analisam-se essas relacoes em uma amostra de 172 mulheres com nivel de instrucao superior completo, que atuam na cidade do Rio de Janeiro em diversos tipos de or-ganizacoes e em diferentes segmentos de mercado. Os resultados observados sugerem que a percepcao de desigualdade tem impacto negativo sobre as atitudes das mulheres com relacao a seu emprego e as organizacoes que as empregam; o sentido do trabalho apresenta os efeitos moderadores teorizados; e, por meio de seus efeitos so-bre as atitudes das mulheres, a percepcao de desigualdade afeta significativamente sua intencao de deixar a empresa.

Terminei o mestrado: e agora?

Cristina is in a crucial moment of her career. She is about to conclude a full-time MBA in an important university and need to decide what to do next. The time she spent away from the job market, due to almost two years of full dedication to studying, gave her a unique opportunity to think about her real motivations and desires regarding her professional life. She is negotiating with a few companies, but most importantly, she believes, is to find out what will really bring her satisfaction at work.