Maria das Graças Torres da Paz

Bem-estar pessoal nas organizações: o impacto de configurações de poder e características de personalidade

RESUMO - Atualmente ha um crescente interesse pelo bem-estar no trabalho, definido neste estudo como satisfacao de necessidades e realizacao de desejos dos individuos ao desempenhar seu papel na organizacao. Como a literatura aponta a influencia de caracteristicas organizacionais e individuais no bem-estar ocupacional, esta pesquisa visa identificar o impacto das configuracoes de poder organizacional e das caracteristicas de personalidade do Big Five nesta variavel. A amostra possui 319 trabalhadores e suas respostas foram analisadas por meio de regressoes. Os resultados apontam uma relacao positiva entre as configuracoes sistema autonomo e missionaria e bem-estar, e negativa entre instrumento e bem-estar, sendo essas duas ultimas relacoes mediadas pela conscienciosidade. A discussao visa suscitar reflexoes e estimular pesquisas futuras nesta area. Palavras-chave: bem-estar nas organizacoes; poder organizacional; caracteristicas de personalidade. ABSTRACT - There has been growing concern for well-being at the workplace, which is defined, in this study, as the satisfaction of needs and fulfillments of desires while working at the organization. Considering that the literature points out that both organizational and individual characteristics may influence occupational well-being, this research aims to identify the impact of organizational power configurations and of the Big Five personality traits on that variable. The sample has 319 workers and their responses were analyzed by means of regressions. The results indicate a positive relation between well-being and the missionary and autonomous system configurations, and a negative relation between well-being and instrument. The last two relations have been mediated by conscientiousness. The discussion tends to provoke reflections and stimulate future research in this area. Keywords: well-being in the organizations; organizational power; personality traits.

Preditores psicossociais de sintomas osteomusculares: a importância das relações de mediação e moderação

This study aimed to develop a theoretical model that associates psychosocial variables in occupational settings to musculoskeletal symptoms, looking for possible relationships of mediation and moderation. A sample of 494 government workers of a bank (owned and administered by the government) responded to a questionnaire that included psychosocial variable measurements of the occupational setting, stress reactivity (emotional exhaustion), coping styles and a scale of musculoskeletal symptoms frequency, besides questions on habits and lifestyle. The results showed that emotional exhaustion was the most powerful predictor of symptoms report, which indicates the stress reaction is a path by which psychosocial aspects may affect musculoskeletal health.

Validação do instrumento de indicadores de bem-estar pessoal nas organizações

The objective of this study was to develop and validate a detailed instrument of indicators of personal wellbeing at the workplace, based on the literature and that could be applied in the work environment and for a variety of occupations. The instrument was initially composed of 117 items and it was applied to 630 workers of public and private organizations, in which 65,5% were men and 34,5% were women, with an average age of 35 years old. The factor analysis detected 10 factors which were distributed in 61 items. Those factors explain 59% of the construct variance; they have indices of Cronbach s coefficient superior to 0,75 and items with a factor loading above 0,30. It is concluded that the factors identified present good psychometric qualities that are similar to the indicators found in the literature.El actual estudio tuvo como objetivo construir y validar un instrumento de indicadores de bienestar personal en las organizaciones, que englobase con mas detalles la gamma de indicadores que se enumeran en la literatura y que pudiese ser aplicado en el ambiente organizacional para ocupaciones variadas. La escala fue compuesta inicialmente por 117 afirmaciones, siendo aplicada en 630 trabajadores de diversas organizaciones, publicas y privadas. De estos, 65,5% eran hombres y 34,5% eran mujeres, con edad media de 35 anos. El analisis factorial presento la existencia de 10 factores distribuidos en 61 afirmaciones. Tales factores explican 59% de la variacion del constructo, tienen indices de alfas de Cronbach superiores a 0,75 y afirmaciones con cargas factoriales superiores a 0,30. Concluyese que los factores identificados han presentado buenas calidades psicometricas y corroboran con los indicadores de bienestar encontrados en la literatura.

Percepção e julgamento da retaliação organizacional:construção e validação fatorial de um instrumento

Perception and judgment of organizational retaliation: construction and factorial validation of an instrument. This article presents two studies about the construction and validation of an instrument to measure the perception and the judgment of the organizational retaliation. In the first study, the scale initially composed by 31 items was applied to a sample of 187 subjects. Data were submitted to factor analysis and the items that did not achieve the established criterion of factor charge were eliminated, so that in the final solution there were 15 remaining items. The results point to a one-factor structure for perception (α = .95) and for retaliation judgment (α = .89). In the second study (N = 313), the confirmatory factor analysis reaffirms the factorial structure obtained. The scales of perception and judgment demonstrate factorial validity with precision indexes that indicate them to be applied in the scientific sphere, which, compared to previous studies, present advances from a behaviorist conception to a perceptive and evaluative conception of the organizational retaliation.

Expatriates: The Multinationality of Multinational and National Firms

The economic worldization has brought opportunities and challenges to firms. Among opportunities, the mobility of highly qualified professionals and managers pursuing opportunities on their own, for definite or indefinite term, such as volunteer expatriates or qualified immigrants, opens the possibility of attracting highly qualified professionals regardless of their country of origin. Multinationality is no longer exclusive to multinational firms and starts being incorporated to national firms staffed with individuals of different nationalities. Among challenges we could mention the control of subsidiaries, adaptation of organizational expatriates in the countries of destination, adaptation if inpatriates in the head office country, understanding the cultures that host business opportunities, and integration in professional teams of different nationalities. This chapter aims to review the organizational and social psychology literature involving the phenomenon of expatriation, comprising the different types of expatriates, patterns, and antecedents of adaptation. Each topic presents the results of surveys that, in our view, could shed some light upon human resource management practices.

Life and Career Planning: Current Challenges

Contemporary changes have direct repercussions on professional careers and unavoidable implications on the individual career relationship. In this line, changes and transitions in professional careers have posed to individuals several challenges involving professional and personal dimensions. The traditional view on career, which considers that its development occurs through vertical mobilization in the organizational hierarchy, is being replaced by the concept that career is no longer an employment relationship, being displaced to the individual and his/her relationship networks. In this new perspective, the core axis focuses on career self-management, demanding a new profile of technical and relational competences and also considering the interface between career and the individuals’ life plan. This new vision involves professional and personal links, capabilities, individuals’ capacities, skills in decision-making processes, and networks of personal and professional support.

Configurações de Poder, Suporte Organizacional e Bem-Estar Pessoal em uma Organização Pública

A literatura sobre bem-estar no trabalho tem demandado investigacoes dos fatores preditores desse fenomeno. Assim sendo, o presente estudo teve como objetivos: 1) descrever as configuracoes de poder, a percepcao de suporte organizacional e o bem-estar de uma organizacao publica; 2) avaliar a influencia de variaveis demograficas e funcionais sobre o bem-estar do empregado nas organizacoes; e 3) avaliar o efeito das caracteristicas organizacionais de poder e suporte sobre o bem-estar pessoal dos empregados. Foram utilizadas as escalas de configuracao de poder organizacional, suporte organizacional percebido e bem-estar pessoal nas organizacoes. As escalas foram aplicadas individualmente a amostra aleatoria, estratificada por area e composta por 321 funcionarios de uma empresa publica. O estilo de gestao, suporte material, sobrecarga de trabalho, ascensao profissional, suporte social e a configuracao missionaria foram preditores de bem-estar.

Validación de un instrumento de indicadores de bienestar personal en las organizaciones

The objective of this study was to develop and validate a detailed instrument of indicators of personal wellbeing at the workplace, based on the literature and that could be applied in the work environment and for a variety of occupations. The instrument was initially composed of 117 items and it was applied to 630 workers of public and private organizations, in which 65,5% were men and 34,5% were women, with an average age of 35 years old. The factor analysis detected 10 factors which were distributed in 61 items. Those factors explain 59% of the construct variance; they have indices of Cronbach s coefficient superior to 0,75 and items with a factor loading above 0,30. It is concluded that the factors identified present good psychometric qualities that are similar to the indicators found in the literature.El actual estudio tuvo como objetivo construir y validar un instrumento de indicadores de bienestar personal en las organizaciones, que englobase con mas detalles la gamma de indicadores que se enumeran en la literatura y que pudiese ser aplicado en el ambiente organizacional para ocupaciones variadas. La escala fue compuesta inicialmente por 117 afirmaciones, siendo aplicada en 630 trabajadores de diversas organizaciones, publicas y privadas. De estos, 65,5% eran hombres y 34,5% eran mujeres, con edad media de 35 anos. El analisis factorial presento la existencia de 10 factores distribuidos en 61 afirmaciones. Tales factores explican 59% de la variacion del constructo, tienen indices de alfas de Cronbach superiores a 0,75 y afirmaciones con cargas factoriales superiores a 0,30. Concluyese que los factores identificados han presentado buenas calidades psicometricas y corroboran con los indicadores de bienestar encontrados en la literatura.

Validation of the instrument of indicators of personal well-being at the workplace

The objective of this study was to develop and validate a detailed instrument of indicators of personal wellbeing at the workplace, based on the literature and that could be applied in the work environment and for a variety of occupations. The instrument was initially composed of 117 items and it was applied to 630 workers of public and private organizations, in which 65,5% were men and 34,5% were women, with an average age of 35 years old. The factor analysis detected 10 factors which were distributed in 61 items. Those factors explain 59% of the construct variance; they have indices of Cronbach s coefficient superior to 0,75 and items with a factor loading above 0,30. It is concluded that the factors identified present good psychometric qualities that are similar to the indicators found in the literature.El actual estudio tuvo como objetivo construir y validar un instrumento de indicadores de bienestar personal en las organizaciones, que englobase con mas detalles la gamma de indicadores que se enumeran en la literatura y que pudiese ser aplicado en el ambiente organizacional para ocupaciones variadas. La escala fue compuesta inicialmente por 117 afirmaciones, siendo aplicada en 630 trabajadores de diversas organizaciones, publicas y privadas. De estos, 65,5% eran hombres y 34,5% eran mujeres, con edad media de 35 anos. El analisis factorial presento la existencia de 10 factores distribuidos en 61 afirmaciones. Tales factores explican 59% de la variacion del constructo, tienen indices de alfas de Cronbach superiores a 0,75 y afirmaciones con cargas factoriales superiores a 0,30. Concluyese que los factores identificados han presentado buenas calidades psicometricas y corroboran con los indicadores de bienestar encontrados en la literatura.